5 Tips for Creating Efficient Change Management Strategies
June 15, 2022
June 15, 2022
Change management involves so much more than simply implementing organizational change. Good change management also focuses on helping stakeholders – those affected by the change – understand and embrace it. Without the support of stakeholders, a change initiative has little chance of success.
Leadership may also be concerned, however, with budgets and timetables. Efficiency may, by necessity, be an objective as well as effectiveness. So, how can federal government agencies create efficient change management strategies without sacrificing desired results? Here are five essential tips to guide the way:
Your change management strategy will not be efficient or effective without a shared vision or purpose. All stakeholders should understand not just what the change is – but why it is happening:
People are naturally averse to change. We like our comfort zones and fear the unknown. Clearly communicating the mission and value of the new process, product, or system is paramount to ensuring that everyone accepts and – even better – champions the change.
Your visionary message should also be supported and communicated by senior leadership. If your leaders are not invested or are perceived as disconnected from the mission, then the rest of your workforce will be less inclined to jump on board. Having everyone on board from the get-go will significantly boost the efficiency of your implementation.
Organizational change will be neither effective nor efficient without a plan that accounts for every step of the process and for who will be involved in and affected by it. Your plan should include:
As one psychologist stated, “Change is a human process, not an event.” Having a sound, well-thought-out plan from day one will ensure a smoother, quicker journey toward your end goal.
Workforces are shifting, and the “command-and-control” styles of leadership are losing their relevance. Employees, especially younger generations, are less accepting of top-down hierarchies.
Leaders earn respect and will more easily achieve their goals when they approach stakeholders with a collaborative, team spirit. This attitude will not only mitigate change resistance but encourage diverse ideas and creativity that can facilitate better engagement and better results.
You can facilitate employee engagement and enable efficiency with organizational change by giving your stakeholders power. Discover their abilities and strengths and then assign roles and responsibilities where they can shine.
When you hold stakeholders accountable, you are not laying down an or-else ultimatum. You’re inviting them to the table, giving them value, showing respect, and giving them a reason to care about your initiative’s success.
No one person can do everything. And limiting power to an elite few can create us vs. them mentality. This will only slow things down, limit ideas, and hamper growth. Building a team mentality, on the other hand, makes everyone part of the solution and is a more effective strategy for reaching your goals on time.
Organizational change will not last if everyone is simply focused on getting across the finish line as fast as possible. What will initially seem as efficient, will soon be seen as a failure if it breaks down and collapses.
Your change management strategy needs a strong infrastructure that will support and sustain your goals long after you reach your initial destination. It should include necessary policies, procedures, training, assessments, and a system of rewards that will not only facilitate its implementation but also its longevity.
Creating efficient change management strategies for the federal government is something GovStrive specializes in. We’ve refined and improved our services and tools over the years, and our proven methods can ease the burden of planning and implementation. See how we can help you build awareness, engagement, and successful organizational change.
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