Every profession, every course, and every instruction manual starts with the basics.
This month the HR leaders group I facilitate had the great pleasure of learn more about guiding change courtesy of our hosts Thompson Reuters and change expert John Mirocha. While the attendees included HR and operations leaders with great breadth of experience in this area, we each came away with new insights and affirmation for guiding change on the shop floor. A few highlights include:
Guiding change is not soft stuff. It requires intention, objectives and measures or success just as any other project or initiative. Well thought out and implemented change efforts result in an average ROI of 139%, compared to 62% for companies that invest little in managing change.
Successful change efforts include three main components. Successful change effort gives ample consideration to every component.
This month the HR leaders group I facilitate had the great pleasure of learn more about guiding change courtesy of our hosts Thompson Reuters and change expert John Mirocha. While the attendees included HR and operations leaders with great breadth of experience in this area, we each came away with new insights and affirmation for guiding change on the shop floor. A few highlights include:
Guiding change is not soft stuff. It requires intention, objectives and measures or success just as any other project or initiative. Well thought out and implemented change efforts result in an average ROI of 139%, compared to 62% for companies that invest little in managing change.
Successful change efforts include three main components. Successful change effort gives ample consideration to every component.
Engage stakeholders early in the process. The sooner people are involved the less chance of feeling change is being “done to them.” While their preferred approach may not be selected, they will understand the reasons for the change and will feel heard.
Open your ears and your mind. Shop floor employees have intimate knowledge of processes and capabilities that don’t show up on monthly financials and Gantt charts. The corner office will be well served to learn from their knowledge.
Involve your informal leaders. Look beyond the formal organization chart to consider who the informal leaders are in your organization that can help, hinder or stall your change efforts. Involve them in conversations; keep in touch throughout the change to keep a pulse on how line employees are adapting to, and feeling about, the changes.
Remember the curse of knowledge. Your project team has likely been working on the change effort for several weeks or months. Put yourself in the shoes of a person receiving this information for the first time.
Individuals want information and reassurance in terms that are meaningful to them. They will be wondering:
Communicate – 7 times, 7 ways. A memo, poster, and notice on the Intranet are not enough. During company meetings, stand up meetings and informal communications remember to keep people informed.
We hope these ideas are helpful in guiding your next change effort.
To learn more about the project management aspects of change, contact Roo.
Open your ears and your mind. Shop floor employees have intimate knowledge of processes and capabilities that don’t show up on monthly financials and Gantt charts. The corner office will be well served to learn from their knowledge.
Involve your informal leaders. Look beyond the formal organization chart to consider who the informal leaders are in your organization that can help, hinder or stall your change efforts. Involve them in conversations; keep in touch throughout the change to keep a pulse on how line employees are adapting to, and feeling about, the changes.
Remember the curse of knowledge. Your project team has likely been working on the change effort for several weeks or months. Put yourself in the shoes of a person receiving this information for the first time.
Individuals want information and reassurance in terms that are meaningful to them. They will be wondering:
- What is management even talking about?
- Is this good or bad for me?
- Why is it important?
- Is it just another flavor of the month?
Communicate – 7 times, 7 ways. A memo, poster, and notice on the Intranet are not enough. During company meetings, stand up meetings and informal communications remember to keep people informed.
We hope these ideas are helpful in guiding your next change effort.
To learn more about the project management aspects of change, contact Roo.