Engaging a community has become far more obvious with the emergence of social media tools like Facebook and twitter and with people effectively utilizing it. People are connected with a click of a button however distant they might be.
Print This Post Guiding Employees Through Change Change proves to be a challenge not just for supervisors and managers, but for employees as well. This adds another dimension to the already difficult situation: The following are eight suggestions that will help managers and supervisors guide employees through organizational change.
Involve employees in the change process.
Employees are not so much against change as they are against being changed. Any time managers are going to implement organizational change, there is always a lag between the time the change has been discussed at the management level and the time the change is going to be implemented.
Managers like to play like an ostrich and believe that they are the only ones who know about the changes that are going to take place.
Unfortunately, while their heads are stuck in the sand believing that no one else knows, employees are effectively undermining the future changes with negative informal communication…the company grapevine.
The sooner you involve employees in the process, the better off you will be implementing the change. A formal communication channel is more effective at implementing change than a negative informal one.
Interview employees regarding their feelings. It is critical that managers and supervisors understand what employees are feeling regarding the change.
It is only when you accurately understand their feelings that you know what issues need to be addressed. Implementing change requires the ability to market and to sell. Concentrate on effective delegation. Too often managers and supervisors feel they must use self-protective measures, especially during organizational change.
They start by trying to police all activities. You should concentrate on effective delegation during the early stages of the change process. Effective delegation is particularly good for two reasons: Involvement positions employees to share responsibility for change.
Raise levels of expectations. Now more than ever, you should ask more from your employees. It is expected that more work needs to be done during the change process.
While it may be most practical to expect less in terms of performance, raise your levels of expectations and theirs. During change, employees are more likely to alter their work habits, so reach for the opportunity and push them to try harder and work smarter.
Require performance improvements and make the process challenging, but remember to keep goals realistic in order to eliminate frustration and failure.
Ask employees for commitment. It is also important that you assure the employee that if there are problems, you want to hear about them. If a negative employee does not tell you, they will tell other employees why the change will not work.
The change process usually means that normal communication channels in the firm need to be enlarged. At this time, your employees will be hungrier than ever for information and answers.
First, give employees an opportunity to give you input. Start by becoming more available and asking more questions. Maintain your visibility and make it clear that you are an accessible boss.by Bruce Oliver, Consultant, and Dan Capshaw, Partner, Shiftwork Solutions LLC (Republished with permission from the Society of Human Resource Management)According to the Bureau of Labor Statistics, million full-time wage and salary workers, % of the total, were working a shift other than a daytime schedule in “Performance management” is a broad category, and covers the people-management aspect of a manager’s job.
It includes clarifying and setting expectations and goals, coaching, measuring, and monitoring employees’ work, addressing performance problems, providing feedback and recognition, coaching, developing, training, and .
Dr. Jesse Sostrin is a sought after consultant, writer, and speaker working at the intersection of individual and organizational success. He is best known for translating complex ideas about the workplace into simple language and useful tools. The role of managers is also to ensure that they delegate duties to the employees based on their skills and abilities.
Managers understand the knowledge that their employees have and assign them different responsibilities that they are confident they will be able to accomplish efficiently within the specified time.
The reality, when you talk about how to motivate employees, is that they're already motivated. As a manager, you're charged with figuring out how to tap into that motivation to accomplish work schwenkreis.comately, you control the key environmental factors that are necessary to achieve this.
Responsibilities Of Managers And Employees Managers. Managers are responsible for ensuring their team achieve and maintain agreed standards of work performance and should: lead by example through their individual performance and behaviour, providing staff with clear guidance and direction;.