In today’s competitive global market, organizations large and small are feeling the pressure of constant change. With the new status quo being keep up or get left behind, the ability of an organization to excel in all areas of business, and adapt to changes with flexibility and responsiveness is what sets thriving companies apart from those that ultimately fall. As businesses face challenges such as increased competition and economic changes, managers must make important decisions regarding best practices for implementation of the change process, minimizing the negative impact of employee resistance and development of effective change management strategies to ensure successful transformation. Change is a necessary and ongoing process that
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The ability of a change agent to approach the process objectively is a key component to gaining the trust of followers and preserving internal relationships however, innovation is always met with some degree of employee resistance. This is perhaps one of the greatest obstacles faced by organizations in times of change and “it is widely assumed that resistance to change impedes the development of successful change strategies” (Bateh, Castaneda & Farah, 2013; Gilley et al., 2009a, 2009b). Employee resistance stems from reasons related to anxiety regarding job stability and communication break downs. Proper management of change resistance requires managers address opposition with a number of strategies that help employees negotiate the transition. One way in which organizations successfully manage the effects of resistance is through clear communication regarding the reasons for change and the possible consequences of change. Additionally, employee involvement throughout the change process creates a sense of ownership and builds trust. Finally, organizations that make empathy and support of employees a top priority in times of change, are able to provide better guidance through the change process by first identifying reasons for resistance and second, by using the …show more content…
Two major contributors to successful change management are executive sponsorship and implementation of a structured approach. To achieve effective sponsorship, top level executives must demonstrate that they are “committed to the change itself and aware of the need for change management” (Creasey & Taylor, 2014) through consistent involvement throughout the change process. Implementation of a structured approach to change management through use of a change management methodology defines the roles, processes and activities in a logical progression of stages that is easy to understand and provides support for the value of change management and allows for easy identification of gaps and mistakes. Early application of a structured approach ensures success by “supporting planning, strategy definition and the creation of a clear and compelling vision” (Creasey & Taylor,
The ability of a change agent to approach the process objectively is a key component to gaining the trust of followers and preserving internal relationships however, innovation is always met with some degree of employee resistance. This is perhaps one of the greatest obstacles faced by organizations in times of change and “it is widely assumed that resistance to change impedes the development of successful change strategies” (Bateh, Castaneda & Farah, 2013; Gilley et al., 2009a, 2009b). Employee resistance stems from reasons related to anxiety regarding job stability and communication break downs. Proper management of change resistance requires managers address opposition with a number of strategies that help employees negotiate the transition. One way in which organizations successfully manage the effects of resistance is through clear communication regarding the reasons for change and the possible consequences of change. Additionally, employee involvement throughout the change process creates a sense of ownership and builds trust. Finally, organizations that make empathy and support of employees a top priority in times of change, are able to provide better guidance through the change process by first identifying reasons for resistance and second, by using the …show more content…
Two major contributors to successful change management are executive sponsorship and implementation of a structured approach. To achieve effective sponsorship, top level executives must demonstrate that they are “committed to the change itself and aware of the need for change management” (Creasey & Taylor, 2014) through consistent involvement throughout the change process. Implementation of a structured approach to change management through use of a change management methodology defines the roles, processes and activities in a logical progression of stages that is easy to understand and provides support for the value of change management and allows for easy identification of gaps and mistakes. Early application of a structured approach ensures success by “supporting planning, strategy definition and the creation of a clear and compelling vision” (Creasey & Taylor,