Change Management 101
Did you know an organization could lose up to 35 cents on the dollar for an ineffective change management process? That number will have a big impact on the bottom line. However, many organizations and HR professionals don’t fully understand what change management is and how to apply best practices during a significant organizational shift or even a departmental transformation.
This course not only focuses on what Change Management is but also HR’s role in moving forward with its implementation. The material will also identify other roles, how to deal with resistance and give an overview of the Change Management process from start to finish.
A great greek philosopher once said, “The only thing that is constant, is change.” Move your workforce forward and learn how best to take your team from an old to new state by being a champion of change!
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 1.0 HR (Business) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Title: Pulse Checks and Corrective Action
Module: Best Practices
As I’ve mentioned before, communication is key when planning, facilitating, and committing to change. Once the change or changes have taken place, and
remember these changes will be over a period of time, you will need to do pulse checks, and by this I mean check-ins with people to see what they think
the benefits of the Change are, and also what they see as the obstacles.
It is important that you identify gaps and develop a thought-out and appropriate response. It is a great idea to develop and administer an anonymous survey, conduct focus groups, and/or offer suggestion boxes.
I think you will find that the employees, or at least a good amount of them, will think positively about the idea of completing the survey, attending a focus group, or adding an idea to the suggestion box as it gives them a voice, and as I have mentioned before, it is important to encourage the employees to communicate so they feel as though they are a part of the on-going change initiative. Here are a few examples of questions you may consider asking,
Number 1, how has the change directly impacted you? Number 2, what do you believe is working well? Number 3, what do you believe is not working well? And Number 4, in your opinion, what is the general reaction to the change?
From the feedback you collect, be proud of the successes – you deserve it, it’s a hard and sometimes long process! But also tune into what is listed as obstacles and issues. And please don’t despair, think of it as a learning opportunity. When reading the information that you have collected, it is important to realize that some of the suggestions simply will not be realistic and/or doable.
Remember what I’ve said before, you will not be able to make everyone happy. However, from this information you may find trends and suggestions that strike you as something that you could move forward with. It is so important to take corrective actions, if necessary, as the goal is to do whatever you can to make continual improvements. And, also as an added bonus, this is another example of how you can show the employees that you are listening to them, and that you are also taking action.
You completed 0% of this lesson
You completed 0% of this course
Lessons Not Completed:
With nearly two decades in the Human Resources field, Hayley is a subject matter expert with a specialty in workplace planning and development, employee relations, organizational development, and talent acquisition. In addition, Hayley has partnered with C-Suite individuals who are in transition, and who have needed coaching and assistance relating to taking the next step...