Regina Temple Talks About How to Deal With Employees While Managing Organizational Change

Regina Temple Talks About How to Deal With Employees While Managing Organizational Change

In the fast paced business landscape of today, one of the only things professionals can truly depend on is change. As Regina Temple mentions, that change in successful enterprises is usually driven through empowerment, not mandated from the top. This change can be team-based or company-wide, and can stem from several factors, ranging from internal operating needs to technology and finances.

Regina Temple provides an insight into how to deal with employees during organizational change

While change might be a good thing, it is something that many employees can be uncomfortable with. Many employees tend to associate change with negative outcomes like the loss of a job, reduced pay or benefits and so on. But so is not the case. Organizational change is often necessary for companies to succeed and grow. Business leaders need to set a tone for their team and prepare for organizational change.  Here are a few pointers that can help manage organizational change:

  • Plan carefully: Prior to bringing the proposed change to the team, business leaders must have a clear plan that covers when, how, and why the change is taking place. The plan must include a fully-developed timeline for change, new or changing responsibilities for anyone affected, as well as responses to address potential concerns.
  • Be as transparent as possible: Organizational change may arrive in phases, which can be quite tricky. It can also involve a certain degree of confidentiality on the part of certain individuals or the management team of the company. If the change is supposed to be a major one, it is vital to be as transparent as possible with the employees. Even if the business leaders cannot give all of the details to the employees, just being upfront of the things they can share can help the staff feel more comfortable.
  • Communicate: Business leaders need to keep the lines of communication open between themselves and their employees. They must take time to explain why change is happening, and what can it look like in practice. Business leaders should hold team meetings, keep themselves open to questions, and invite employees to talk about their concerns in a neutral environment.
  • Provide training: In situations where organizational change involves shifts in processes or technologies, it becomes vital to provide adequate training to the employees in order to assist them in mastering the new way of doing things. Business leaders need to convey that training is available when the change is announced. This would make sure that the employees do not feel like they would be left behind due to lack of experience or skills.
  • Invite participation: While it may not always be feasible, providing employees with the chance to contribute to or offer feedback on decisions can be a highly beneficial approach when it comes to managing organizational change. Employees will appreciate the opportunity to express their views, and it can also serve as a valuable means to gather diverse perspectives and grasp potential impacts that might not have been considered otherwise.

As Regina Temple says, gradual and strategic change implementation is typically preferable over a sudden change in direction. This approach not only provides employees with enough time to get used to the change but also enables business leaders to address questions and resolve issues well ahead of the implementation date.

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