Website Marketing Club

Discovering How Managing Change Boost Employees Spirits

Nov 9, 2009 Business Management

Change is a constant – if that isn’t a contradiction in terms – and offers vital opportunities, as well as, for some causing fear and concern. It is up to all of us how we use change to better our lives or worsen it. A manager’s job is managing change for the better, for all.

Often times, a manager is faced with the challenge of having to encourage employees to change their habits. The obstacles come from their resistance to change habits that have become second nature and they feel comfortable with. It is often quite difficult for people to accept and then implement changes to the ways they have become used to do.

The manager’s role in managing change effectively is to explain in words, actions and deeds, why this change is essential for short and long-term benefits and to start their thinking about how best to bring it about, remembering that it’s the personal insecurities of employees that hold them back. It gets so personal because they do not know if any of the changes will affect their own situation, so change can often be seen as a real threat, to which the react defensively.

Change, of course, when viewed appropriately, bring many positives too.

Managing change can be easier with training and experience. Good, successful managers avoid any breakdown of team unity through change situations by having well managed channels of two-way communication at all times, with new processes or policies clearly expressed as well as explained. The goals and ultimate outcomes that the changes need to bring about must be outlined and their benefits discussed.

When an organisation has more exceptional changes to make, there are even times when people may have to lose their employment. Unless the situation is handled well enough, it may result to those who remain become very demotivated. When this happens and morale dips the remaining productivity can becomes an issue, which can make matters even worse.

When this type of challenge comes along, the need for the manager to be visible becomes vital. His involvement in the change process must be felt, through constant communication and involvement at the sharp end of things. The reasons behind the need for change can – and must – be discussed openly, so that employees really understand the bigger picture and the long term benefits for all. Seeking input, initiatives and contributions from all levels will strengthen commitment and, to a certain extent, calm individual fears for the future.

Managing change demands communication both up and down the line, with senior management wanting regular progress reports and employees needing support and encouragement through tricky periods of change. Reports upwards from team members to managers will provide valuable intelligence of how the team is responding to the changes and the manner in which they have been introduced as well.

The bottom line for effective managers, is that the more they recognize the value of the change and stick with it, whilst acknowledging the impacts on those who work with them, they will stand the best change of managing change to a successful, in whatever way they want to measure it.

(c) 2009 Martin Haworth. One vital job of a manager is managing change to make things better in the business. Often times, a manager is faced with the challenge of requiring employees to change their habits and behaviors for the greater good and using the best change management techniques to bring about change, ensures success.

Tags: Business Management, change, change management, management development, managing change, managing effects of change, team development