Adopting and Implementing Changes

Without innovative approaches, nothing changes in the working styles, and progress ranks at lower levels. 

To be an effective change leader you have to assess organizational culture. Take a top to bottom approach. Chart out major hurdles, then look for little discrepancies. But how? Review the prevalent managerial philosophy, sum up what’s agreeable and where are the gaps and try to have employees’ perceptions. As problems surface out, even headaches are felt. Now, all you need is a good leadership and applied innovation to make things happen.

Now that you noticed the surroundings, jotted down your expectations and want to kick-start a major cultural shift in your organization. Next, decide to form a team of key players. Identify what are the requirements for the needed changes, communicate your goals with the team, schedule meetings and collaborate for workable initiatives and be committed to maneuver and accelerate change processes. 

Nothing happens overnight. It takes days and months to witness changes and accomplishments. Importantly, come up with a communication strategy to make things clear. And try to convince your employees why you want to bring in changes, in what ways they will benefit from those changes and what will be the impact on the company and its culture. If you don’t convince them, certainly they’ll get confused.

Changes for betterment does make sense. On the basis of this cliché, come up with a simple awareness campaign. Well, make your message clear. Let everyone understand that changes are going to happen in order to remove obstacles, improve processes, manage expectations, train workforce, enhance productivity, witness progress and boost profitability.

Let your workforce realize in what ways they are assets to the company and how can they make a significant contribution. In return, appreciate their efforts, promote and reward them. Otherwise, pressurizing them with compulsive daily overtime and slogging them on weekends looks all monotonous.

Employees don’t feel lethargic with the burden of work, but they become unhappy and stressed when they lose work enthusiasm due to chaotic company culture, lack of team-spirit and slow changes for betterment of work environment. In fact, a selfish culture will only make employees disengaged and reckless. 

What are the uses of manufacturing innovation, strategic development or commercial analysis for sheer profitability when the company is bereft of unique organizational culture and employees are without rank behaviors? Surely, workers, in absence of culture and motivation, will find a dreary atmosphere, and eventually they will put no extra efforts or show eagerness for proposed changes.

Listen to your employees. Evaluate their ideas and insights and reciprocate to them. Motivate them to churn performance and keep them ‘on the go’. When you reward them appropriately, you are actually boosting their motivation levels, and they will do what they are supposed to do. 

It’s true that a process of adopting and implementing changes is a challenging and strenuous task. But, on the whole, if we fail to bring in dynamic changes in a workplace culture, then we lag behind. After all, change is the rule of life.

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