Changes are an integral part of business development. You have created a sales department — you need to install a CRM system. New competitors have appeared — you need to develop a new promotion strategy. But employees very often resist any changes: schedule, unfamiliar services or tasks.
The essence of change management
Change management is a systematic approach aimed at phone number list preparing, supporting and successfully implementing planned changes in a company. It helps companies to set up employees to work productively in new conditions.
Imagine that a company has decided to replace Telegram with a corporate messenger . This solution is beneficial for several reasons:
- employees can focus on their tasks without being distracted by news, memes, or chatting with friends;
- teams work within the framework of one service: they correspond, call each other, and submit reports;
- The messenger makes it convenient to work with clients and partners, providing them with guest access for free;
- Company and customer data are well protected.
If you organize your work correctly , employees will work more be quick and keep customers informed productively and there will be no problems with data leaks. But only if the innovation goes smoothly, and this is what change management tools are used for.
When to implement change management
Implementation of new technologies or processes. For example, automation of production, transition to new services, use of artificial intelligence. Effective change management helps reduce team resistance, maintain order in the process of transition to a new work system.
Company reorganization. Change management is used in situations related to strategy changes, business expansion or reduction, mergers or acquisitions. The goal of change management is to maintain business stability.
How to Know if Changes Will Be Effective
Before making changes, you need to understand whether the zn business directory innovations have a chance. For this, the force field method is used. It helps to assess the forces that promote change and the forces that hinder it. These forces can be internal, such as employee resistance, or external, such as competition in the market.
After that, you need to evaluate the influence of each factor on a scale from 1 to 5, where 1 is a weak influence, and 5 is a strong one. If the factors that contribute to the changes are stronger, then the changes will be successful, and the new strategy should be implemented. In our example, this is exactly what happens.