1-Identify the change goal/
reason:
First of all the change for
change is not enough or even a reason , the change to be applicable should come
from strong reasons or needs such as the macro change , or market change ,
merge , cost reduction , economical reasons etc… , and should be clear and full
understanding from the decision makers in the organizations.
2. Understand the current culture
Before any action in
changing the culture full understanding for the current
change to identify what to keep from the current culture and what is needed to
change and identify the gaps is a key to set the direction and actions needed.
3. Core and strategic purpose for the change
should be clearly articulated in a way the employees can understand:
As the main purpose should
be clear in few statement as a vision of the change
should be clear and can any level of employees understand as a first step of
believe.
4. Set Core
organization Values, sell the positive vision:
Before start the actions the values should be
set and determined from top management as frame of the needed action,
and also the positive side of the change should be bold and to be the main title
of selling the change to all levels.
6. Engaging managers and the role modeling:
The vision and values of
the new culture should be clear and engaged with the manager to start preparing
them as role models and make them deeply believe in the change to make them act
as change
agents and role models.
7. Organization development and leaders
development is the core of change:
The leaders development is
a key not only managers but also team leaders and supervisors or even informal
leaders who can inspiring skills and big effect on the employees and develop
their leadership
skills to match the needed change, also the organization
development is needed in OD or in restructuring. And make them involved in the
change goals setting and consider their inputs in the needed action plan.
8. The communication method is
critical and also building trust:
The employees' involvement is a must so
the
communication methods and channels are vital to insure this involvement and the
right delivery of the change values, visions, and needed actions,
also the communication and its integrity is needed to build a trust such as
meeting as town hall, or focus groups or wide conferences or leaders meetings
and inspirational messages. And also to receive their feedback and make the
interaction.
9. You can manage what you can measure.
So the tangible measures
are highly needed that can be made through change in the policies and
procedures in the workplace to match the change , also the performance
management change is a key to control the employees action and give the
direction to the main goals.
10. Finally Make change incentives:
The motivation any actions is an asset to
support the change and encourage the employees to follow.
