Managing change Flashcards
main barriers to change
Employees fear - change as they believe it may lead to job losses. Improvements in technology may result in job losses as business become more automated.
Resource limitations
Sometimes a business wants to change but does t have the necessary capital to enable change to take place. Bringing in new investors may not be ideal as they may want to take the business in a different direction
Uncertainty
The fear of the unknown can be enough to stop change from occurring. Businesses, like people, can get into their comfort zone too easily and can be wary of making changes in case the result backfires.
resistance
Change is difficult for everyone. A business wishing to change needs to ensure that enough of the workforce are behind the change as ultimately they are the ones who will be driving the change forward.
preparations of freezing
unfreezing
Preparation – Change is a big thing that should not be rushed into. Employees and stakeholders should be consulted to ensure that everything has been thought through.
Unfreezing – At this stage the forces that are resisting the change must be confronted – this could be staff who are unsure of the change, or historic policies that need to be reevaluated
changing
refreezing
evaulating
Changing (transforming) – at this stage the business implements the proves of change required to achieve the desired outcome. Policies are changed, staff are briefed and the culture of the business is changed.
Refreezing – Consolidation of the new state begins once changes have been implemented. It is possible to see the new structures, policies and process in place.
Evaluation – Evaluation is just as important. Has the change had the desired effect? Are further adjustments required?
benefits of change
Employees should feel supported and value change when the new system is understood.
Motivation and job satisfaction may be a result of new systems.
goals/objectives are achieved- the business can push on with strategic goals.
Good communication = frequent check in and consultation - this allows staff to buy in to the change.
Change can be measured through monitoring and evaluating and the success shared.
strategys to change
Work with trade unions - consultation negotiation
Training development
Frequent communication = different ways eg face to face/ group meetings, emails.
Consider the speed at which change is introduced. E.g gradually phase in
Being a mentor to inexperienced staff
Rewards incentives
Participating involvement
change agents
Can be external or internal and it’s a person who helps to bring about/ support change.
They are Key people and instrumental at enforcing
They manage the expectation of colleagues and they set realistic achievable goals.
They normally have a charismatic, motivational demeanour- that persuades staff to be on board- educate staff and ease concerns.
Change agent is expert and knowledgeable in the area of change
They work with managers to support them and their teams
Monitor and evaluate continuously and feedback to the appropriate person
barriers faced by change agents
Lack of experience- managing in change - this needs to be addressed quickly to maintain staff confidence
Themes can be varying levels of skills- using an external change agent ensures a higher degree of skill level.
Internal change agents can meet resistance from e.g. experienced staff. Equally an external change agent may be seen as a stranger and staff may take time to accept that person.
Organisations can have established cultures which the change agent may have to break down- could be resistance.
Lack of resources - funding skill level technology can reduce the impact of a proposed change
Change agents role in strcurue
unfreezing
* recognises the need for change
* consults with employees/reviews data
* prepares a force field analysis
o identifies resistors to the change and try to reduce them
changing
* implements the process of change
* trains staff in new processes
* updates procedures and policies
refreezing
* reinforces the change using supervision/continuous training
* celebrates success with recognition/rewards
* evaluates the change
o reports on its performance
