Every organization, throughout its lifetime, experiences change. A constant global pattern is the inextricable link between growth and change. Therefore, embracing this process – the change management process – is absolutely essential for healthy federal agencies to adapt and thrive.
In both the public and private sectors, Human Resources typically plays a leadership role in organizational change, so a full understanding of the change management process and how HR coordinates these projects are prerequisites for success.
THE IMPORTANCE OF HR IN DRIVING CHANGE
Federal leaders may prescribe change, but Human Resources usually takes the driver’s seat for planning and implementation. Whether change is required by new legislation, new technology, or industry progression, HR is typically the organizer and facilitator across affected departments.
HR is a strategic ally for agency leadership because they usually have the most insight into employees’ needs and expectations. They are well-positioned for workforce communication, feedback, and engagement, enabling a smooth transition from old to new and ensuring objectives are met.
Without a clear change management strategy that includes a transparent plan and open lines of communication, workflow and productivity may be negatively impacted. Customers or business opportunities may also be lost, and agencies may also face retention and recruitment issues – leading to significant losses in resources, revenue, and ROI.
On the other hand, a successful change management process will bolster an agency’s overall success by reducing inefficiencies, increasing productivity, and strengthening employee and customer relationships.
HR STRATEGIES FOR THE CHANGE MANAGEMENT PROCESS
Organizational change typically fails because of a breakdown in preparation, communication, employee engagement, or post-change analyses. Thus, any change management strategy must carefully consider and account for each of these things.
First in Line for Training
It helps if human resources personnel receive change management training so they understand different models and strategies that have proven successful and can make educated decisions on what may work best for their particular agency and the particular change that’s requested.
Select a Plan That Everyone Can Use
Once HR has chosen the right change management process for their agency’s particular organization and culture, all stakeholders, leaders, and employees should be educated on the strategy so that everyone is on the same page.
Execute Change in Phases
Whatever plan is chosen, make sure it is implemented step-by-step over time, rather than racing toward the finish line. This way employees can acclimate to the change(s), feedback can be collected and reviewed, progress can be evaluated, and any necessary adaptations assessed and integrated.
Accept Mistakes. Embrace Positive Reinforcement
Educate leaders on supporting the learning process for their workforce. Allow employees to fail and learn from failure. It helps to institute a performance management system that rewards employee engagement and successes.
Incorporate Change Management Technology
Sometimes organizational change involves instituting a modern technology system, but regardless, HR can use technology to manage change and track its implementation and success. HR can also use technology to engage its workforce – adopting platforms for training, suggestions, or feedback.
Open Communication Is an Absolute Must
In all phases of the change management process, an agency may face employee resistance or uncertainty. That’s why it’s important to clearly communicate every step of the plan to every impacted person in the organization.
Define roles, responsibilities, important dates, tools, training, and rewards. Encourage feedback and suggestions. Making employees feel like they are part of the solution and success, rather than just people that change is happening to – whether they like it or not – encourages better cooperation and engagement.
Set the Table for Success
Beyond engaging employees through feedback and performance management, HR should also implement support systems that help the workforce adapt to organizational change. These may include:
- On-the-job training
- Online courses
- Continuing education courses
- Seminars
- And more.
Experts of the Change Management Process
Organizational change is a natural product of growth. How HR coordinates change management projects will determine whether the impact is positive or negative – whether it sparks greater growth or triggers loss and setbacks.
When Human Resources embraces its role as facilitator and mediator of the change management process, progress is more easily achieved and successfully sustained.
When federal agencies need guidance and assistance with implementing organizational change, GovStrive provides the necessary knowledge and tools that best facilitate employee engagement and clear communication. Our time-tested change management process encourages empowerment and positive transformation.
Learn more about the Power of GovStrive today.
