What is organisation change?
Many organisations regardless of size, regularly set strategic plans and conduct regular reviews of those plans to ensure that they are still relevant and fit for purpose. These reviews are usually conducted annually but strategy is formally set on a on a 3 yearly or 5 yearly cycle.
There are a number of factors that can impact on a business or organisation’s future direction and needs. These factors can include, but are not limited to, growth, technological change, economic impacts, government policy or changes in the executive management.
Often at the time of review or in considering the impacts of the changes, the business determines that in order to maximise productivity or meet strategic goals, there must be organisational change in the business.
Disputes and conflict can occur within an organisation if it fails to properly manage the process of organisational change.
What to consider when dealing with Organisational Change?
The process and clarity in communication are critical when considering change:
- Is the need for change clearly understood?
- Can the desired outcome be achieved via alternative means?
- Who will be directly affected?
- Who will be indirectly affected?
- Who will be responsible for the process – internal or external agent?
- How will the need be communicated and by whom?
- Is there capacity for all stakeholders to be consulted?
- Is there flexibility on the process?
Factors to consider:
- The disruption to business and productivity during the process
- The personal and professional impact on individuals
- The impact on the business
- The influence and impact of third parties
- The cost – short term and long term
- How long will the actual process take
- How long before business and productivity improvements take effect
What could go wrong?:
- Ineffective communication
- Lack of consistent messaging
- Resistance to change
- Fear of the unknown/consequences
- Interference by third parties
- Legislative impediments
Any of these factors or unforeseen complications can result in unproductive conflict in the workplace, which has the capacity to delay or derail the change process.
CDMC can assist by:
- Providing an impartial facilitator to assist in addressing conflict arising out of changes.
- Facilitating discussion between parties.
- Listening to all parties’ concerns.
- Assist management with communication strategies.
- Provide information on legislative interpretation of Agreement clauses.
- Assist with legal requirements.
- Facilitating discussions with third parties.