Dec 15, 2016

ORGANIZATIONAL CHANGE

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Ripples of major Organizational changes and how you can overcome the challenges involved

Change is inevitable. And in this fast paced world of digitalization and newer solutions, it is natural that companies of all types witness one/many changes in their organization. For the uninitiated, we can classify change management into many types.

Types of organizational changes

There are many types of major organizational changes viz. Mergers and Acquisitions, closing of a business unit in a company, outsourcing one/many projects of a company, downsizing or employee layoffs owing to the above stated reasons.

What happens when an organization goes through a change?

This period is undoubtedly the most challenging and intense time for the company as well as the employees on board. Across teams and roles, every person in the company has to deal with the angst and turmoil when a change happens. It is unfair to expect employees to be open to change without trying to communicate the reason for the change and how it will benefit their future in this company. And hence, communication is THE main ingredient while dealing with organizational change. Else, the company is filled with demotivated staff and negative vibes strike all around.  If communication is done properly, it is in fact proved in a survey by Watson Wyatt that it can help boost performance goals in the event of changes like mergers & acquisitions. Shareholder value can also be maintained and so does the credibility of the organization. It is also noted that change brings with it, several misconceptions and misinterpretations. The top management of the company should have an exhaustive communication plan to answer all the obvious questions and also the doubtful and difficult questions as well. This goes a long way in building the trust factor and the reliability quotient. Once the employees decide to support their management no matter what, it can’t get better than that for the company to delve into risky paths towards a better tomorrow.

How can the management handle this effectively then?

If a proper staffing plan is in place to accommodate for major organizational changes, it helps the HR teams to work rapidly in containing the emotional angst and the probable employee dropout. The right leadership is always crucial to uniting the organization. A special attribute known as ‘Change Management skills’ are essential for every manager to possess, in order to handle crisis and emerge victorious. A recent survey indicates that often middle managers feel burdened and fear that they might not be able to control their teams effectively post the organizational change. This leads to an emotional downfall and they choose to quit rather than face it bravely. Imagine having such a manager in place, the team will be further demotivated and don’t know whom to approach. HR teams should have a just-in time training in case the organization has plans of major change or any downsizing etc, so that the real managerial skills can be toned for the situation.

Role of the HR and staffing agencies

The HR team / staffing agencies play a vital role in the event of an organizational change. While the internal HR team plays as a central point of communication between the management and the employee, they also are responsible of handling internal trainings and arranging meetings between various levels of teams and their managers respectively.

Staffing agencies can help your organization overcome the most common obstacle which is Staff turnover. Many times, employee retention is stated to be the most difficult task. While a good staffing plan helps to fill in vacant positions without hassles, it is also important to team up with a good staffing partner who can understand your company’s mission, vision and goals so that they can provide you end to end assistance in these trying times. Staffing partners like TechGene help you find the right kind of managers and technical staff who can handle things the right way and pave way for successful change.

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Published by

Kumar Kukunuru

Kumar Kukunuru

Kumar Kukunuru is the Founder & CEO of Techgene. he has successfully delivered services in the Industry for over 16+ years and is an expertise in Onsite/Offshore project management and also experience emerges in Mergers & Acquisitions. Educational Qualifications include Masters Degree in Systems Science.

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Categories Career, Confidence, Motivation
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