Benefits of Formal Succession Planning
Succession planning is one of the most important career development tools used by organizations. This is done to determine the backups for each senior position by identifying and training the executives who are at the next-lower levels. This is an important process as most organizations rely on it to find their next CEO and other […]
Principles of Job Evaluation
Job evaluation as evident from the word itself aims at evaluating the job and not the person. It is a process of evaluating and determining the value of the job for an organisation. The evaluation is always in relative and not absolute terms. The idea is evaluate a certain job against other jobs in the […]
Emerging World of Entrepreneurship: Unicorns and Billion Dollar Start-ups
The successive waves of Entrepreneurship that began with the initial capitalists when countries were industrializing, and then continued with the advent of the Digital Age, has now reached a stage where eCommerce companies and Smartphone App based aggregators and businesses are the leading forms of entrepreneurship. In this context, it is worthwhile to note that […]
Social Enterprises around the World
With an aim to generate income if not wealth, the social enterprises come up with innovative as well as people-friendly solutions to bring a positive change in the society. What makes them different from the corporate world is their basic aim; they work for the people who live below poverty line and offer flexible working […]
Things Managers Should Know About Their Employees
It is essential for a manager to know his/her team members well to understand their strengths, key responsibility areas, weaknesses, capabilities and where all they need his guidance and hand-holding. Calling employees by their first names not only motivates them to strive hard to deliver their level best but also leads to happy and satisfied […]
Various independent and organisation based studies have revealed that employee engagement is the heart and soul of the change management process. Multiple researches at highly productive and reputed organisations seeking new competitive advantages in this ever changing business environment have exposed that the higher level of engagement, involvement and dedication of employees is the primary requirement to successfully implement a change initiative taken by the management.
Most of the employees are reluctant to change and there can be various reasons behind it. But if an organisation is not considering implementing and bringing change just for the sake of it, it needs to take the reluctance of employees in to account and take essential steps to help them understand its necessity and benefits in a manner that brings positive results. The dedicated employees who always look forward to take challenges may not be as much reluctant as ‘not engaged’ and disengaged employees. Translating employee reluctance in their keenness is so important to bring the required change and establish it until the next is required.
While there is no single clear link between employee engagement and change management but various themes and interpretations can be extracted depending upon the studies and researches conducted by the organisations and change management experts. It is believed that the greater the employees are engaged, the more likely they would go an extra mile to deliver the best performance and adopt various changes implemented in the organisation. Their fondness towards the organisation, their dedication towards their work, their keenness to achieve more and their job satisfaction support all business processes that are related to bring a change. If employees are actively engaged in their job, they will readily support the change management initiative taken by the management.
Employee engagement has been listed as a primary requirement to the success of a change management process. Of course, a proper communication channel and vigilant project management are the backbone of any business function. But where employee engagement, involvement, dedication, ownership and accountability are built, things become relatively easier. However, it doesn’t mean that organisation can take it easy and assume that engaged employees will always welcome a change initiative. The moment they feel that it is not bringing a positive change in their way of working, organisational culture, work environment or their overall personality development, they will be reluctant to take it further and be a part of it.
The organisation needs to carefully communicate it so that employees interpret in the similar manner as it has been communicated. Until both top management and employees are on the same side and think alike about a specific change initiative, it is almost impossible to take it to the next level and implement it. The organisations can’t dictate their terms; rather they will have to welcome suggestions and ideas from the employees and strike a right balance in order to implement it. No matter how small or big the change is, it requires careful action planning and follow-up at each step of the process.
Your email address will not be published. Required fields are marked *
