Change Management Report: Analysis of Office Relocation Impact

This report analyzes the impact of office relocation on employees and the organization. It identifies the major changes, including the relocation of office premises due to organizational growth, and discusses the potential setbacks and employee perceptions. The report highlights who will be affected by the change, focusing on employees and their concerns about inconvenience, such as parking and public transport access. It then explores the impacts of change, including employee resistance, loss of loyalty, and mental stress. The report suggests change management strategies, including Lewin's change management model, and outlines strategies for managing change effectively, such as shifting the burden of change, redefining cultural values, proposing incentives, and asking for feedback. The conclusion emphasizes the importance of top-down implementation, employee involvement, and effective communication. The report is supported by references to relevant literature on change management.

CHANGE
MANAGEMENT

 The assignment helps in overall analysis of the impact of the changes in
the organization
 Change management is the systematic approach which helps in dealing
with transformation of goals of the organization (Cameron and Green
2015)
 The purpose is to implement strategies for effecting change which assists
in controlling change and helping people to adopt to change
INTRODUCTION

 Relocation of the office premises from current building to the other bigger
premises due to the organizational growth
 The major setback is relating to the bewilderment between the places
wherein the new premises is required to be opened as the three options
have various difficulties that can affect the morale of employees
 There can be changes in the perceptions of the employees working in the
organization
IDENTIFICATION OF MAJOR
CHANGES OCCURING

 The employees working in the organization are the ones who will be mostly
affected by the change of shift in the office premises
 The main concern will be relating to the inconvenience caused to them due to the
relocation which are as follows:
 First Building- Located in inner city and there is no parking for staffs who have
private cars and it will be difficult for them
 Second Building- Has limited parking space for the employees, however have
bus and tram access
 Third Building- Adequate parking space but there is no access to public transport
WHO WILL BE AFFECTED BY THE
CHANGE

 Resistance Among Employees-There can be resistance to change among
employees due to the sudden changes in the shifting of the office premises
that can affect the productivity of the company (Doppelt 2017)
 Loss of Loyalty Among Employees- Due to the shift in the premises of office,
it can affect morale and employees can seek employment else where.
IMPACTS OF CHANGE

 Impact on Mental Stress- Due to the shift in premises of organization, it
will be affecting many employees as there can be problem regarding the
travelling expenses or the inconvenience due to the travelling distance
which will be faced by them (Doppelt 2017)
CONTD…

 With the help of Lewin’s change management model which includes the
following:
 Unfreeze – Determining the need for change (Hayes 2018)
 Change – Involving employees in the process of change
 Refreeze- Anchor the changes and provide support and training
STRATEGIES RELATED TO
CHANGE MANAGEMENT

STRATEGIC CHANGE
ASPECTS

 Shifting the burden of the change- It will be helpful for employees in
adjusting to the situation appropriately (Hornstein 2015)
 Redefining of the cultural values among the employees- It is the aspect in
which it will help employees in fit in and go along with the flow of change
of cultural norms as well as values
STRATEGIES FOR MANAGING
CHANGE EFFECTIVELY

 Proposing Incentives – Offering incentives will be helpful in managing
the employees in ultimately engaging with new direction of organization
 Ask for feedback among the different employees- Feedback generation is
one of the effective strategies which will be beneficial in improving the
overall effectiveness (Hornstein 2015)
CONTD…

 From the above, it can be concluded that:
 Start at the top
 Involve every layer
 Act you way in the new thinking
 Engage and communicate with the employees
CONCLUSION

 Cameron, E. and Green, M., 2015. Making sense of change management:
A complete guide to the models, tools and techniques of organizational
change. Kogan Page Publishers.
 Doppelt, B., 2017. Leading change toward sustainability: A change-
management guide for business, government and civil society. Routledge.
 Hayes, J., 2018. The theory and practice of change management. Palgrave.
 Hornstein, H.A., 2015. The integration of project management and
organizational change management is now a necessity. International
Journal of Project Management, 33(2), pp.291-298.
REFERENCES