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How to Support Employees Through Organizational Change
In this module you studied the following:
The management team of an organization are accountable for making the changes within the organization when necessary.
Proposed changes in the work environment, roles and responsibilities can create a high degree of anxiety for employees.
The experience of managers across many industries is that change is not necessarily predictable.
Employees and their unions have the right to know as soon as possible about management decisions that may affect employment.
The communication process is an integral part of change implementation and needs to be maintained throughout the entire change process.
Communication should be framed in a number of ways, even for the same message.
Providing a period of stability leading up to a period of change can be a useful element for supporting people through change.
The normal emotional reactions to change are as follows: shock, retreat, reaction, passive acceptance, challenge and exploration.
During all phases of change, it is important to provide meaningful work for all staff.
Involving employee unions and representative bodies at the earliest stages of workforce or job redesign ensures a smooth transition.
To effectively match employees to available positions, it is essential to have an accurate employee skill record.
Organizations should ensure that no employee should have to re-apply for a job that has not significantly changed during a change process.
All employees who have been identified for deployment should receive appropriate mentoring and support.
Case Managers are expected to adopt a supportive, monitoring, overseeing role during staff member 's deployment.
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