Change is an everyday occurrence in today's marketplace. Downsizing, acquisitions and reorganizations are common place to every company and employee. So how do you keep your workforce motivated in these changing times? There are several things that you can do to ease the pain of transition. One of the best known studies on Change Management came from Kotter and Cohen in 2002 in their publication The Heart of Change. Kotter and Cohen reviewed the 8 steps for successful change.
The key elements to change are as follows:
1. Increase urgency (stay positive)
When the organization is aware that a change will be occurring it is important to communicate the need for this change. The need for at least 25% of employees to be convinced that this change is necessary will help create a successful transition.
2. Build the guiding team
Building the team for change is essential to a successful transition. Proactively supporting and guiding the team to the correct path. Modeling a path of trust and communication to minimize frustration.
3. Get the vision right
Communicate emotionally moving visions so clear they can visualize a positive change
4. Communicate for buy‐in
Keep communication simple and heartfelt. Listen, understand what people are feeling before you communicate. speak to anxieties, confusion, anger, and distrust. Repeat, repeat, repeat the message
5. Empower action
Remove as many obstacles as possible. Find and share “We won, you can, too” anecdotes. Recognition and rewards can inspire and promote optimism and build self-confidence
6. Create short‐term wins
Most people need short‐term proof that their efforts are leading somewhere so make wins as visible as possible. Do not stretch the truth this can lose confidence which is essential in the process
7. Don’t let up
Complacency and exhaustion can set in mid‐process remember that people need rejuvenation. Make sure to create fresh energy and strengthen relationships
8. Make changes stick
When creating change efforts make a culture that will stick. Remember culture is the change that sticks. Incorporate the change in new employee orientation and promote people who act according to the new way.
Remember that change is a feeling and that you must motivate, evaluate and promote through the feelings of the organization.
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