Is it also necessary for your organization to keep aligning its business goals and organization with the ever-changing world? Do you also often hear in the corridors that “yet another change” is coming and can you already feel the resistance? Do not all employees always agree with the proposed change and can this lead to delay or abandonment of the project? Several factors are essential for a change to succeed and achieve sustainable results.
Communicate the end goal, specifically address the “why” and secure a shared vision
It is important to touch the employees and clearly communicate “why” a change is important. For employee motivation, it is important that you not only address “what they have to do differently now” but also indicate the positive effect and why this is good.
Ensure broad support at all levels of the organization
In addition to intrinsically motivating employees to get them into “cooperation mode” for the change, it is also important to have sufficient support in the organization. Support should be sufficient at all levels in the organization. From top management to line managers to the group of employees who will work with the change. At least half of top management is needed to make the change stick/come about.
Empower the employees who will work with the change from the beginning
Apart from the fact that there must be support for the change, continuity after implementation will also have to be ensured. Employees who have to work with the change can be empowered by being appointed as leaders. To ensure sustainable results, creating ownership among these employees is essential.
Recognize resistance and deal with it appropriately and effectively
No matter what you do as an organization, often you will still encounter resistance. This resistance often comes from specific employees, each with his or her personal characteristics. There are those with big egos, employees with a lot of distrust who are skeptical of change and those who are indifferent to change. A personalized approach is needed for each of these individuals.
Create an environment with a dynamic change approach
Setting up a change and implementing it in set phases is out of date. The “waterfall method” is a thing of the past and “agile working” is already part of the culture in many organizations. To be able to withstand (external) developments during a change as an organization, a dynamic approach to change is recommended.
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