A lot of money is invested by companies on implementing internal web sites, developing HR for the intranet to facilitate employee and management ‘self-service’. The aim is often to increase employee understanding of company goals and procedures and reduce workload on key personnel, enabling these personnel to become more strategic. Furthermore intranets can provide a greater degree of flexibility for individuals and groups as well as assist in the creation of a ‘learning organization’. However, despite the potential benefits to both the individual and the organization, utilization of these systems is generally low. So how can we get employees motivated to use self-service websites?
Many Change Managers assume that if the rationale for change is made clear to the organisation then they will go along with it. In the process of demonstrating the need to change and an understanding of the impact (on themselves and their group) employees will buy- in and thereafter work actively to realise it. There is an assumption behind all this that ‘Change’ is negotiated and develops over time and that the change agent’s task is merely to make clear the imperatives and the people will fall into place.
The consulting process slides from my Kingston Course
Many organizations find that change programmes, even apparently straightforward changes, fail to achieve their objectives. In many cases this is due to unclear aims, uncertain plans and a low awareness of what is required of the people involved.
Communicating to employees when they are being outsourced is an essential task and if done well can substantially reduce resistance
I was giving a lecture on change management the other day and the class and I were deep in discussion about involvement and ethical behaviour when one of the students asked ‘but what if we don’t have time for all this pink and fluffy stuff?’
A fair and equitable approach delivered by a well trained and respected manager can actually help in reducing resistance to change even when the news is very bad – a fair approach can in effect stop the causes of resistance at source.
Forced change in the context of tight deadlines is the reality but we can still reduce the resistance if we involve people