Implementing any organisational change should be a carefully considered, well thought out action that takes into account everyone and everything it impacts. Whether it’s leading up to the change or reinforcing it months down the line, there’s a number of key things to consider. Here’s 5 tips to consider when managing an organisational change in the workplace by MRL Consulting Group.
Research
Any change made within an organisation should be well researched. Looking at all the implications of a change prior to making it will prevent any nasty surprises when it comes to making the change. Whether it’s how the change will effect your employees or customers, clients or products, ironing out every crease before making a change will help with any growing pains moving forwards.
Communication
Leading up to and following on from any organisational change, communication is key. Keeping your teams informed, up to date and reassured is extremely important when making any sort of organisational change that effects them. Whether it’s in-person meetings, emails, newsletters or group chats, informing your team has to happen one way or another. Not only will effective communication help your team get behind the change, it also opens up lines of communication to receive any feedback or opinions that originally might have been missed.
This works the same for keeping your customers and clients informed too; signposting and celebrating any organisational changes is crucial as it helps to inform your client and customer base, building trust between you and them. Don’t let your changes go under the radar, be open and honest about them to everyone.
Grace period
When semiconductor recruitment company MRL Consulting Group transitioned to a 4-day week in 2019 (more about that here: https://www.mrlcg.com/resource-download/4-day-week-the-results/) they began a 6 month trial period for all members of staff across all of their European offices. The grace period gave MRL the chance to fine tune how this new way of life would work for their teams, ironing out any creases in the process. Regardless of the change that’s being implemented, allowing a grace period lets management change things if they need to, and gives the company an opportunity to settle in to the new norm at a comfortable pace. The grace period was so effective for MRL that, after a 6 month grace period of tweaking and improving the 4-day week, productivity had increased by 25%, staff retention was at 95% and 87% of staff had noticed their mental health improving.Â
Reinforce the change
No matter who you are, every company has been guilty at one time or another of implementing a change and then going quiet, reverting to old ways before the change had time to settle in. Reinforcing a change takes time, but it helps keep everyone on track and the change at the front of their minds. Signposting the change around the office visually, mentioning it in regular team meetings and internal communications can all help to keep the change alive.
Feedback and fine tuning
Going back to our third point, feedback and fine tuning can be extremely effective. Prior to making an organisation change, ask all those effected by the change what their thoughts are on it. This feedback can be invaluable and it will help your teams get behind the change by having a hand in how it will work. Send out surveys, have group discussions and take note of every point raised; taking it from the people who are effected by the change most is often the best advise to take.Â
