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Poor Performance
Change impacts the most significant asset of a company, its employees. Due to the related
recruiting costs and the time involved with bringing new workers up to speed, losing workers is
expensive. Every time an employee steps out the door, they leave important intimate knowledge
of the organization with them. In our case the organization adopted new technology to gain
competitive advantage over competitors, however work performance of the organization didn’t
meet the expectations. This issue may arise from resistance to change and employees haven’t
adopted a new way of doing work using new technology or they have lack of knowledge and
experience using that technology. Therefore an appropriate action plan should be implemented in
order to improve workforce performance to manage the change.
According to Fionnuala Courtney a change management strategy will facilitate a seamless
transition and guarantee that staff are driven through the journey of change. The harsh reality is
that, due to negative employee attitudes and unproductive management behaviour, about 70
percent of reform efforts fail. Creating a successful change management plan will guarantee that
30 percent of us are in the winning position. In this section key steps will be discussed to plan
effective organizational change management and improve workforce performance.
Clear objectives of Change
First step is to define the change and align it to organization goals. We have to communicate to
employees and set the new business goals and why is this change required. In this case organization
integrating new technology to gain cost and competitive advantage. It is one thing to express the
change needed and another to carry out a critical analysis of organisational goals and performance
targets to ensure that the change strategically, financially and ethically takes the company in the
right direction.
Communication strategy
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While all staff should be taken on the road to change, the first move would have highlighted that
the company of those staff must absolutely convey the change to them. By identifying the most
productive means of communication for the community or person who will bring them on board.
A timetable for how the transition will be incrementally communicated, main messages, and
contact channels will be included in the communication plan.
Effective training
Implementing new technology requires training and skills and this can be a challenging part if the
employees are not provided with appropriate training programs. It is important that people know
that they will receive training, formal or informal, with the change message out in the open, to
teach the skills and information needed to work effectively as the change is introduced. Training
can include a suite of online micro-learning modules or a mixed learning approach that involves
coaching and mentoring on-the-job or face-to-face training sessions.
Support structure
It is important to have a support system to help workers emotionally and practically adapt to the
change and to develop the skills and technological skills required to achieve the desired business
outcomes. Some adjustments can result in redundancies or restructurings, so managers should
consider providing resources to help people handle the situation, such as counselling services. A
mentorship or an open-door policy for management to raise questions when they occur may be set
up to help workers respond to changes to how a position is performed.
Measuring the change process
A framework should be placed in place throughout the change management process to assess the
market effect of the changes and ensure that ongoing reinforcement opportunities remain to
develop skills. To evaluate its success and record any lessons learned, you should also review the
change management strategy.
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References
Fionnuala, C. (2016). Effective Organizational Change Management. Retrieved from
https://www.pulselearning.com/blog/6-steps-effective-organizational-change-management/
Asma, N. (n.d.). How To Improve An Organization’s Performance. Retrieved from
http://www.hrcsuite.com/organization-performance/

Unformatted Attachment Preview

Poor Performance Change impacts the most significant asset of a company, its employees. Due to the related recruiting costs and the time involved with bringing new workers up to speed, losing workers is expensive. Every time an employee steps out the door, they leave important intimate knowledge of the organization with them. In our case the organization adopted new technology to gain competitive advantage over competitors, however work performance of the organization didn’t meet the expectations. This issue may arise from resistance to change and employees haven’t adopted a new way of doing work using new technology or they have lack of knowledge and experience using that technology. Therefore an appropriate action plan should be implemented in order to improve workforce performance to manage the change. According to Fionnuala Courtney a change management strategy will facilitate a seamless transition and guarantee that staff are driven through the journey of change. The harsh reality is that, due to negative employee attitudes and unproductive management behaviour, about 70 percent of reform efforts fail. Creating a successful change management plan will guarantee that 30 percent of us are in the winning position. In this section key steps will be discussed to plan effective organizational change management and improve workforce performance. Clear objectives of Change First step is to define the change and align it to organization goals. We have to communicate to employees and set the new business goals and why is this change required. In this case organization integrating new technology to gain cost and competitive advantage. It is one thing to express the change needed and another to carry out a critical analysis of organisational goals and performance targets to ensure that the change strategically, financially and ethically takes the company in the right direction. Communication strategy While all staff should be taken on the road to change, the first move would have highlighted that the company of those staff must absolutely convey the change to them. By identifying the most productive means of communication for the community or person who will bring them on board. A timetable for how the transition will be incrementally communicated, main messages, and contact channels will be included in the communication plan. Effective training Implementing new technology requires training and skills and this can be a challenging part if the employees are not provided with appropriate training programs. It is important that people know that they will receive training, formal or informal, with the change message out in the open, to teach the skills and information needed to work effectively as the change is introduced. Training can include a suite of online micro-learning modules or a mixed learning approach that involves coaching and mentoring on-the-job or face-to-face training sessions. Support structure It is important to have a support system to help workers emotionally and practically adapt to the change and to develop the skills and technological skills required to achieve the desired business outcomes. Some adjustments can result in redundancies or restructurings, so managers should consider providing resources to help people handle the situation, such as counselling services. A mentorship or an open-door policy for management to raise questions when they occur may be set up to help workers respond to changes to how a position is performed. Measuring the change process A framework should be placed in place throughout the change management process to assess the market effect of the changes and ensure that ongoing reinforcement opportunities remain to develop skills. To evaluate its success and record any lessons learned, you should also review the change management strategy. References Fionnuala, C. (2016). Effective Organizational Change Management. Retrieved from https://www.pulselearning.com/blog/6-steps-effective-organizational-change-management/ Asma, N. (n.d.). How To Improve An Organization’s Performance. Retrieved from http://www.hrcsuite.com/organization-performance/ Name: Description: ...
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