How to manage change
Checklist
- Identify the need for change: think about where you want to be in the future; look at what your competitors (and other companies) are doing.
- Recognise that your systems and processes are probably not perfect; encourage employees to identify problems and opportunities.
- Prioritise changes which offer the greatest potential benefits.
- Aim for a programme of continuous change in small steps, rather than a few large changes; consider piloting risky changes.
- Clarify the reasons for the change; confirm that the reasons are in line with your overall business objectives.
- Think through the implications: for example, costs, changing requirements for personnel and skills, alterations to systems and policies.
- Take advice from contacts or advisers with experience of the kind of change you want to implement.
- Drive the change; make it clear that the change will happen, set a timetable, and plan how you will measure the results.
- Assign responsibility and clarify individual roles; encourage employees to take an active role in delivering the change.
- Sell the change to everyone who will be affected - for example, employees, customers and suppliers; explain the business benefits.
- Answer individuals' concerns and fear of change; clarify the implications of the change for individuals and teams as well as the whole business.
- Continually communicate; get feedback and suggestions.
- Monitor progress against plan; tackle problems as soon as they arise.
- Reinforce the change; point out the benefits which it has delivered.
- Continue to look for further opportunities for change.
Cardinal rules
Do:
- create a culture of continuous improvement
- think through the implications of planned changes
- expect, and deal with, resistance to change
- communicate
- encourage employees to contribute and get involved
Don't:
- stand still
- underestimate or ignore employees' resistance to change
- ignore the impact on customers and suppliers
- try to implement too many major changes at once
