The Nature of Change – Involve Your People

Change is a constant factor at work and in life. Businesses that do not constantly adapt and innovate get left behind in the commercial race. In a less volatile environment it is difficult to see the need for change. For the most part, substantial change is often induced by crises, such as financial collapse - I am sure I do not need to elaborate here as we have all been affected in one way or another by recent global events. This poses real problems for employers facing employees who are resistant to the change process.

Change is obviously implemented by and through people and therefore, it is imperative that employers are skilled in change management. For the same reason, people need to be involved in the planning and actioning of any change. To see the results of a change process, the team must have a sense of ownership and control, inclusion and involvement.

It is essential to view change not as a specific event but rather as a process that encourages reflection on how your actions will impact upon the company and staff as a whole. This pragmatic thought process assists in minimizing any unnecessary casualties and gains the support of your people throughout the change process.

Action Steps:

• Realise that change never stops. It is an endless journey.
• Countless experience has shown that your people are the key to success in changing situations. You must rely on them and show this in your interactions with them.
• It is best to include not exclude employees from significant change processes.

• It is important for an employer to ensure that the right "people strategy" is in place to manage change effectively. This involves having the most appropriate people available at the right time (and cost) to do the tasks that are required. The employers role in getting the right people is essential and is often where basic mistakes are made leading to problems further down the line. Remember your recruitment consultant is a great source of information and is able to provide you with assistance when putting your "people strategy" together.

For Example:

Recruitment firms have received calls from concerned employees considering resigning from their current employment. For the most part, they are basing their decision on information they have heard on the "grape vine" or have noticed a number of redundancies within their workplace, which is creating great uncertainty amongst employees. This can lead to staff retention problems and employers are at risk of losing key staff members. This illustrates the importance of keeping employees informed and involved.

If you require any assistance filling your vacant positions, please feel free to contact our office on 9570 2411.         

If you have any questions, human resources issues to discuss or would like to give any feedback in regards to this newsletter, please don't hesitate to email me - mnovotny@discoveringpeople.com.au

Michelle Novotny

Managing Director

Discovering People