by Barry Marcus

Created on: December 12, 2008   Last Updated: April 02, 2010

In business as in life, the only certainty is change. A business that remains the same in a fast-paced changing environment is doomed to lose its competitive edge and may face the risk of extinction. Effectively managing that change is essential to ensure that the business's most important asset – its people - are willing and able to change the way they work.

A number of forces drive change:

-       The environment may become more competitive as new products emerge placing traditional products at risk

-       A business attempt to reposition itself by implementing new processes

-       A business process reengineering project

-       A new computer system may be behind the change.

Whatever the reason, the success of the change largely depends on the way the change is managed. Poor change management strategy can doom the brave new initiatives to failure.

Change is associated with a number of risks:

-       Low staff morale as people become insecure about their future

-       Implementation is hindered by negative attitudes

-       Productivity falls

-       Increased staff turnover includes losing the best employees.

The risks associated with implementing major changes at the workplace are very real. An effective change management strategy could provide the key to ensure success in new endeavours. A good change management strategy must focus on the people affected by the change and make them part of the solution.

Communication

The most fundamental aspect of change management is communication. Secrecy and meetings behind closed doors arouse suspicion. There may be times when information cannot be distributed freely. But in a typical business scenario the secrecy is not only unnecessary - it could place the entire organisation at risk! Open lines of communication, information updates and a regular information sheet can help provide a level of security to the employees.

Inclusiveness and Empowerment

Enlist the support of the staff in new initiatives. Seek out participation, and allow the workforce to participate fully in the entire change process. No-one knows the business better than the people that work in it. Involve these people to the full in designing the solution. Employee empowerment may mean some loss of control

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