What Is Change Management?
Change management looks at the people side of change in an organisation. Like we mentioned above, change is an inevitable part of doing business. There will always be new departments, new work processes and the implementation of new technologies.
But, if you don’t have the buy-in of your team, those changes are never going to have the impact that you want them to! When individuals fully embrace change, then you can maximise the return.
So, how do you do it?
Well, the key is putting a plan in place to navigate your team through the process of change and lead them towards a desired outcome. Change management helps your people adapt to and cope with changes in their day-to-day tasks, processes or resources.
Supporting Change In Your Company
When it comes to good change management, there are 4 steps that should be followed.
They are:
1: Understanding the change you are about to make and why you are making it
● Think about the benefits that the change might have, how it will positively impact your team, how it will affect the way they work, and what will need to be done to successfully achieve the change.
2: Planning how you are going to tackle the change within your organisation
● Every organisation is different, which is why you need to have an individual change management plan that suits your company and the people within it. Consider things like who will need to be involved, how will you get the buy-in of your team, will you require external expertise, and what you think successful change will look like.
3: Knowing how you will implement the change
● Implementing the change does not mean having everyone come into work one day with everything being different! Rather, you need to make it a planned process where everyone understands what needs to happen and when it needs to take place. Agree on various success criteria for each person involved, set out a training program (if required) and discuss ways to make new habits that embrace the change.
4: Communicating the change to all of the affected parties
● While communication is the last of the steps, it is probably the most important! Communication about the change needs to be clear and relevant so that people understand what they need to do and how it will impact them. Ensure that everyone feels supported throughout the process (even after the change has taken place). You can also link your discussions about change to your company’s values to show the “bigger picture” view of what you are trying to achieve.
Health And Safety Change Management
The safety of your team is one of the best reasons for change within an organisation. We know that protecting your workers in practical ways is one of your top priorities.
But, if people have been doing something in a certain way for some time, they may not see the need for change. They may be hesitant to embrace things like safety devices due to not knowing how they function, feeling like it is going to create more work for them, or worrying the office may be “checking up on them”.
That is why it is important to follow the four steps of change management to ensure any changes in your workplace are implemented smoothly.
Here at Direct Safety, the safety of your team is our number one priority. After all, safety is right there in the name of our business! We work with you to understand your changes, plan for a successful implementation, and provide extensive training and follow up support for all people involved in the change process.
So, if it is time to update your health and safety procedures or lone worker safety devices, then we can help you with effective change management. Reach out to us today to discuss it further.