Implementing meaningful organisational change can be one of the hardest projects any company can undertake without a committed partner supporting you.
Many projects set out with lofty aims of employee engagement, creating a leveraged skills base or even, “moving forward”? to create business sector synergies. However life is rarely this simple. Even if you get through the project and implement the changes you set out to do, and many don’t, the battle is not yet won. Much of the research in this area suggests that as soon as you stop applying effort to an organisational change, the organisation snaps back to its old habits but with the added problem of its faults now more pronounced and evident.
Organisational change is good, in fact for any company that wants to protect market share and by that protect jobs, adapt to changing market conditions or fears standing still and becoming uncompetitive, it’s pretty much essential. The question is, with so many good reasons for succeeding, why is it that these programmes fail?
The first step in success is gaining a true understanding of the current position, where you’re trying to get to, and developing a shared motivation on how to get there. Or to put it another way, “We are not going on this trip for the view, there has to be a start and a finish point, and before you pull on any levers you better be sure it’s connected to something.”
Before starting organisational change you have to analyse and understand your company both across departments and from top to bottom so that you can know your start point. This process will help with understanding your destination and what it is you want to change. Finally and most importantly you have decide on the shared motivation for making this change. This is the issue that many companies fail on. To take the organisation forward into this process there must be a shared view on what the problems are and how they are to be resolved.
At Click HR Ltd we have the experience to carry out surveys and facilitate discussions within your organisation with both employees and leaders to establish your start point. We can help to facilitate meetings to establish where you’re trying to get to, present to your leadership both the route map for undertaking this change as well as uncover the shared message that will enable this change. What’s more we can be there with you to make sure the changes are stabilised.