Change management can be difficult. For one thing, it can be very broadly based.

When Is Change Management Needed?

Change management occurs when factors in the workplace are changing. It could be a shift in corporate policies, locations or even products. Employees may face different work environments, unfamiliar tools, new co-workers and even entirely different schedules.

Change management is managing change optimally, realizing it is a process.

As a result, both employees and managers may face stressful situations. If the changes are happening on multiple fronts, stress may multiply as well.

Change and stress might manifest in different forms in your organization. Employees may resist the changes, wanting to go back to their familiar tools and known environments. Resistance can take many forms, from frustrating interactions to decreased motivation. Employees may learn new material slowly, be uninterested in learning it or even quit.

How to Monitor Change Management

If it’s that broad-based, how can change management occur effectively?

Goals are one of the most effective tools. Change management is not likely to succeed in a day. Keep managers and employees motivated with goals. As those goals are achieved, you can implement new goals.

Follow SMART goal setting as a strategy. SMART is an acronym for:

  • Specific
  • Measurable
  • Attainable
  • Relevant
  • Time-based

It’s sometimes best to decide the goals by the “time-based” factor, as that will let you determine how much change can be assimilated and mastered in a given period of time. In addition, you can measure the time period. What can your team realistically do in a quarter? Two quarters? What will the metric be for each quarter?

Remember that a goal without a due date is a wish. If, for example, you have a goal of making an office team-building event happen, make it a SMART goal and add a due date. “I need to plan a team-building afternoon” is a wish. “By Monday at 5 pm, I will select a location for a team-building event to take place the week after Thanksgiving” is a SMART goal. The next goal to follow may be, “Our graphics expert will create a flyer for our team-building event and email blast it out by 5 pm on November 9.”

After you’ve decided the “t” part of SMART, develop what is attainable and specific. Can the team develop plans for two social media channels? Three? What is the most relevant audience for your plans? This will help you determine what comes first.

After you’ve decided this, you can map out what specific goals should be met in smaller time increments.

Reward the Team

Don’t forget to reward the team along the way. Because change causes stress and frustration, it’s important to try to unify your team. Throw a pizza party every Friday. Give employee of the month certificates.

It doesn’t hurt to acknowledge that change mastery requires extra effort. Stress the benefits of working together toward a common goal.

When You Need a Staffing Agency…

Sometimes change management may require new employees with different skills or a different mindset. Graham Staffing Services can assist employers involved in change management to find the right employees. Contact us at your convenience to discuss how we can help.