Concrete Management Initiatives
Changes in organizations are a very complex process. This process requires a management that is aware of everything from vision and strategy to creating dialogue with employees concerning the possibilities of change.
Here are some specific instructions on how to develop a management team that is equipped to handle the change process. 1. Initially, top management has to define some general conditions that ensure the process runs smoothly, with regard to structure, resources and also human beings.
2. Management has to ensure the employees understand that change takes time, but also that it can be changed along the way and thus be unpredictable. This requires extra resources, but also the will and desire to change.
3. On all management levels, there has to be a vision for the change process. This helps ensure that the employees feel ownership and commitment, and hereby prevent a loss of staff. The managers must have conversations with each employee with the purpose of building commitment and companionship.
4. Top management has to ensure that every level of management is equipped for the process. The manager must be at terms with their skills and show willingness to develop new skills. The manager must listen to the employees' expectations and compare these in relation to the new management tasks that changes will create. The manager must be able to handle unexpected emotional reactions from employees, while still handling the daily operations. This also requires the manager to be mentally prepared for criticism of his role as a manager.
5. Management has to engage in a dialogue with employees. Management has to engage in a dialogue in order to gain insight into which skills the employees have used in their previous functions in order to ensure that knowledge and skills are not lost during the change. Likewise, they should establish an overview of the skills necessary for the future organization.
6. Management has to create transparency about the change process with clear and unambiguous communication. It is important to ensure the employees' commitment to the change process in order to avoid resistance to change. The mechanisms and reactions that the change initiates must be communicated clearly.
7. If the change entails redundancies, management has to ensure a proper dismissal. Similarly, new employees should be properly welcomed. It should be jointly decided, what should be brought with into the new times, and what may be advantageously dismissed. It should be considered how a proper integration of new colleagues could proceed, depending on the dimensions between the group that arrives and the group that receives.
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