Top Change Management Issues: 6 - 10
Continuing with out top ten change management issues, here are items six through ten that you may have to deal with:
6. No Training
If an expected change will require new training and none is offered, you can bet on resistance and lots of it. Training new ways or techniques within a company is important, especially if you have a wide generational age of employees who communicate and learn differently. Devise the appropriate training plan to prevent this problem.
7. The Change Isn’t Working
If staff responds to change in a negative way by implying the change (or process) doesn’t work, ask yourself why they think it’s not working? Are there defects in the model or mode of change? Or, are you experiencing change resistance due to lack of communication. Before the change is implemented, explain you may have some rocks in the road and tell your staff what you’ve planned for when they occur.
8. Misery Loves Company
This change management issue is often forefront when change occurs. You may have only one staff member who hates the change, but will do everything in their power to ensure everyone else hates the change too. Identify these people and speak to them individually. Very often, it’s not the change; it’s another problem, perhaps even a personal problem.
9. Wishy-Washy Change
Some companies or departments implement change and then don’t follow through. The idea behind the change may have been thought out but how to implement the change may not be clear. This can result in everyone just going back to the old way, especially if supervisors and team leaders don’t reinforce the change and allow employees to avoid the change and then do nothing about it.
10. Totally Unaccepted Changes
The last of our top ten change management issues is determining if a change will be good or bad. It is really that simple. A good idea on paper may not consider the human element and, therefore, not work at all, no matter how well thought out. Change in any area, no matter how large or small should be discussed and involve the people it will effect on every level. Allow for input from staff and consider that input wisely and compare it to your written change plan. Often, a competitor’s idea of change that worked doesn’t mean it will work for you.
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