BSBINN601: Leading & Managing Organisational Change for Staff

This report delves into the critical aspects of managing staff during organizational change, emphasizing the necessity for change, key changes for staff including promotion, leave, travel, flexible work, and training, and ensuring a smooth transition. It highlights the importance of acknowledging the past, involving people in the process, and providing clear instructions. The report also addresses potential risks, such as losing staff resistant to change, and challenges like fast-paced change and adverse attitudes. Effective strategies to address these challenges include identifying positive change evaluations, robust feedback mechanisms, reducing resistance, and instilling trust. The document underscores the role of managers in empowering employees, fostering open communication, and identifying slower adapters to change for early involvement and ownership. Desklib offers a range of solved assignments and past papers to aid students in similar topics.

Change
Management-
changes for staff

Why change is needed?
 Change is a fundamental component of
any organization looking to continuously
improve and evolve.
 An organization’s leaders need to focus
on clearly communicating to employees
the reasons for change and the steps
needed to achieve it.
 Effective change management processes
rely on supporting activities and tools.
 These tools are often developed and
managed internally by either the change
management team or stakeholders of
the change management process.

Key changes for the Staff
 Promotion opportunities in the preferred
fields of motivated team members
 Leave entitlements that help team
members manage particular demands in
their personal or family lives
 Business travel opportunities for restless
employees
 Flexible working arrangements for parents
with school-aged children
 Training and development opportunities fo
r employees
in line with new roles - helping you retain
skills and ready your business for
necessary process changes.

Ensure right transition for the
staff Acknowledge the past and involve
people in the process
 Understand the different groups
that will form
 Capture and channel the energy of
the eager embracers in order to get
the middle-majority on board.
 Create step-by-step instruction
guides that make it easy for
employees to accomplish the new
workflow instead of expecting them
to commit it to memory

Easing the transition process
 Managers can gain the highest buy-in
via employee empowerment, support
teams, open door communication.
 A clear understanding of how this will
better the company, individual jobs
and security.
 A good manager knows how to
identify the slower adapters to
change.
 IT can involve those team members
early on in designing, evaluating and
ultimately owning the process.

Risks involved in changes for staff
 Losing staff who resist the change process
is one of the biggest risks in managing
business change.
 The staff who make the greatest
contribution to your business are usually
heavily invested in their role and your
business operations.
 Often these staff are the most challenged
by change processes.
 Finding ways to help them adjust to
changes will help to reduce staff turnover
during and after your business change.

Challenges in changes
 Organizations are faced with fast-
paced change and the need to
ensure ongoing change
intervention success.
 Poor change management is likely
to create more adverse attitudes
towards new changes, such
attitudes in turn are likely to
increase employees' resistance to
change, a key factor for change
failure.
 It can further contribute to an
employee's perception of poor
change management.

Addressing the challenges
 Identify key elements which create
positive change evaluations and
adopt a socio-cognitive approach,
the schematic approach.
 Robust feedback mechanism for
evaluating the changes in the
organization.
 Implementing strategies to reduce
resistance towards the changes.
 Motivating and instilling trust and
confidence in the management
process.