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Change management techniques help an organization plan change in a way that minimizes negative impact on business performance and employee morale. Applying change management techniques involves a combination of tactics designed to make the change smoothly while addressing any concerns that arise as a result of the change. Techniques used in change management include building support for the change, managing how quickly the organization makes the change, and applying effective methods to deal with resistance to the change. In addition to addressing the psychological impact of the change, change management techniques also include managing budgets and performance time lines related to the change.
When a company makes a change like a move, a change in management, or a new computer system, the change will cause stress on the members of the organization and may affect the function. Change management is a system used to handle change within an organization. Two equally important aspects of making a smooth change are the psychological aspects and planning aspects of the change.
Successfully engineering change means carefully designing budgets and procedures that make the change happen smoothly, minimally interrupting the function of the business or organization. Change management planners must consider the costs, benefits, and obstacles that are likely to come up during a change. They must then use this information to orchestrate a smooth transition to the new way of operating. This may include making gradual physical changes like moving furniture or announcing possible service interruptions made during a change, such as offline time as a company website migrates to a new server.
Psychological change management techniques are important because human resistance or confusion as a result of change can interrupt a smooth transition, causing costs for the company. Above all else, the most important of the psychological change management techniques is to keep communication channels open between the leaders and the members of the organization. When communications channels are available, organization management can more easily address concerns, correct misconceptions, and understand opinions about the change. Keeping communication channels open is also vital in addressing the fears of organization members who do not agree with the change.
Resistance to change within an organization should not be seen as negative behavior or as an attack on the organization or its management. Generally, members of an organization resist change because they honestly want the organization to succeed and see the changes as a threat to the success of the organization. When addressing resistance to change, it is important to meet with resistant members to address their concerns early in the process. The longer management waits to address the concerns of individuals, the more likely they are to gain support in their resistance from other members.