Organisational Change Management ensures smooth transitions for both individuals and organisations
Change is a constant force in every organisation. Sometimes this is because a company is growing, sometimes a company needs to down-size and other times companies identify a need to restructure in order to better achieve their goals. While organisations generally understand the need to embrace change in order to achieve objectives and remain competitive, many struggle to manage all aspects of this change to ensure that initiatives are smoothly implemented, and that both individuals and the organisation are appropriately supported throughout. Learning how to manage the organisational change process is key to achieving the objectives of the change initiative, regardless of what the change entails.
The simple fact is, change is pivotal in any organisation. Managed poorly, the process creates major problems for the culture, people and ultimately the entire operation. Managed well, it provides the platform for growth and success.
Hudson's Organisational Change Management solutions ask the questions which need to be asked before developing an effective strategy to initiate and manage the desired changes and final outcome.
Many organisations fail to consider these critical questions and therefore set themselves up for disappointing outcomes. Hudson helps you avoid such situations by finding the definitive answers to key questions such as:
- What needs to change and what needs to stay the same within the organisation?
- What resources will be required in the future?
- How will the change be communicated and managed?
- What will the impacts be on managers and staff?
- What are the customer implications?
Why organisations need a solid change strategy and process
The great benefit of Organisational Change Management is that it provides a solid strategy, process and framework for the people and organisation undergoing change. This framework is used to support and understand the change and its effect on the organisation and its people.
There are several vital steps to consider, such as:
- Being intentional about the changes you make
- Gaining the support of those in your organisation
- Communicating openly as much as possible
- Acknowledging the process of change
- Modelling a positive response to the organisational change
The consequences of NOT having a solid change strategy and process
When it comes to successful change, employee buy-in is critical. If an organisation's underlying strategy and logic are not supported by employees on all levels, the project will be confronted by resistance, refusal, criticism and non-compliance. Consequences can include:
- Inefficient investments in systems and instruments
- Unmotivated staff
- Retention problems
- Inefficient application of tasks and new processes
- Loss of management control over the organisation
- Stagnation and limitation in creativity and innovation
Key features of our Organisational Change Management solutions
Hudson's expertise in assessment and development, outplacement and recruitment means we work with you to successfully manage change by ensuring our solutions incorporate:
- Development of new organisational structures and role profiles
- Preparation of leaders and managers to transition staff through the change
- Development of an organisation wide communication plan
- Robust assessment and selection processes
- Outplacement support for exiting employees
- Recommitment strategies for remaining employees
Benefits at a glance
Hudson's Organisational Change Management solutions are an invaluable resource, boasting numerous benefits including:
- Ensuring the rationale for change is known before implementation which serves both as a motivator and an assessment of progress
- Allowing the organisation to respond faster to customer demands
- Helping to align existing resources within the organisation
- Ensuring change can be implemented without negatively affecting the day to day operations
- Allowing for organisational effectiveness and efficiency to be maintained or improved by acknowledging the concerns of staff
- Reducing the time needed to implement change
- Lowering the risks associated with change
- Managing costs of change
- Increasing return on investment (ROI)
- Creating an opportunity for the development of leadership, teams and best practice processes