The truth is, the only thing we can be sure of – as well as death and taxes, of course – is that there will always be change. And how we use change to better our lives is up to us. One of the key roles of any manager is managing change in the many areas that are constantly evolving, through understanding the principles of change management involved.
The challenge with change is to have smooth transitions from the current state to the one which is the goal, so a manager has to make the change as easily as possible, thus maintaining harmony and productivity whilst the unsteady state is in motion.
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 is so often unpredictable – as are the responses to it.
A vital component in any change management activity, is how well a manager gets the critical messages across. For the changes to be properly understood and accepted, the channels of communication have to be smooth and well managed. For where the new processes, policies and work ethics required of the employees have not been well understood, is so often the starting point for disruption, dissatisfaction and even fall-off in productivity at such an important time.
Sometimes, major changes require serious reviews of manpower, perhaps even meaning there will be layoffs. Any effect this will have on the organization, or even just a sector, should not be treated with indifference. The feeling of not being valued by the company can significantly affect morale to the detriment of productivity of those who stay while their notice period runs through and even more so, for those who are left afterwards.
During instances such as this, a manager who shows empathy and takes full part in the process will be most valuable. Immediate and long term benefits can be better expressed and achieved when the manager is able to invite initiative and solicit suggestions from his team. Pacifying personal fears and strengthening commitment to the company with effective communication and participation are huge assets when employees are under such duress.
Managing change can be effectively delivered, by resolving conflicts, listening hard and empathizing so that individual concerns are addressed. By fully involving other expertise around the place – such as the HR team, for example – employees will feel more reassured that they are being treated with the importance and respect they deserve, which helps them realize that the changes being sought are for the betterment of the entire organization in which they have a personal – and very real – investment too.
Likewise, when employees are assured that their management wants them to be part of the entire process they get a sense of direction, which allows both parties to give and get the support needed to make any transition through changing circumstances even more successful.
(c) 2009 Martin Haworth. One vital job of a manager is managing change to make things much more effective in the business. Regularly a manager is faced with the challenge of making his people change their habits and behaviors for the greater good and using the best change management skills to bring about change, ensures success.