Organizational Change Management is a pretty big model to discuss. It is a continuous process and could be in any of these diversified arenas – Organizational Mission, Strategic, Operational, Technological, Human Resource etc. Every organization undergoes certain degree of changes. But to make these changes smooth and positively accepted, it needs to first analyze and systematically diagnose the present scenario and requirements of the organization. Once properly analyzed it goes for an SWOT analysis of the planned changes and whether as an organization it is capable to incur those changes. The blue print for objective, content and process is very crucial.
Every organization communicates the objective and the plan/ process and the envisaged benefits to the change audiences. Unless until the audiences are fully convinced about the need for the change and considers the process as the best possible one, they will never be fully cooperative towards the management. Since the Gen Y employees are much more tech and net savvy, they tend to spend a huge share of time in socializing in different social media. So it is much more recommended to communicate to the changes audiences via different social media, be it the internal communication platform or any external platform. It will let the employees to share their thoughts and ideas openly amongst themselves. It is a proven fact that, a person is much easily convinced by a peer rating or peer recommendation/reference. It is an application of the Shepard Theory. One person in the department or organization can lead to a majority acceptance or majority rejection of the change. It all depends on how good the acceptance level is for that particular person in that in-circle group.
Chatting option and blogs and micro websites built specifically for the change management procedure could be pretty interesting tool to make the process of change management far more effective and efficient. And my personal suggestion is that the in group or the core team appointed for the change management, should put a more reliable, trusted and authoritative person as the point of contact and the source of information. It will ensure the better acceptance of the news and much more willingness to understand the cause and effect of the change. The master stroke for the organization would be to involve the audience of the change into the process. Let them come out with a smarter and more innovative and wholesome better way to cope up with the inevitable requirement of change.
If they themselves brainstorm and come up with a solution that will get much better and healthier reception.
I would suggest a few interesting reads viz.
http://www.torbenrick.eu/blog/change-management/10-ways-social-media-can-support-change-management/
http://www.torbenrick.eu/blog/change-management/top-20-change-management-mistakes-to-avoid/
http://www.torbenrick.eu/blog/change-management/12-reasons-why-people-resist-change/
Every organization communicates the objective and the plan/ process and the envisaged benefits to the change audiences. Unless until the audiences are fully convinced about the need for the change and considers the process as the best possible one, they will never be fully cooperative towards the management. Since the Gen Y employees are much more tech and net savvy, they tend to spend a huge share of time in socializing in different social media. So it is much more recommended to communicate to the changes audiences via different social media, be it the internal communication platform or any external platform. It will let the employees to share their thoughts and ideas openly amongst themselves. It is a proven fact that, a person is much easily convinced by a peer rating or peer recommendation/reference. It is an application of the Shepard Theory. One person in the department or organization can lead to a majority acceptance or majority rejection of the change. It all depends on how good the acceptance level is for that particular person in that in-circle group.
Chatting option and blogs and micro websites built specifically for the change management procedure could be pretty interesting tool to make the process of change management far more effective and efficient. And my personal suggestion is that the in group or the core team appointed for the change management, should put a more reliable, trusted and authoritative person as the point of contact and the source of information. It will ensure the better acceptance of the news and much more willingness to understand the cause and effect of the change. The master stroke for the organization would be to involve the audience of the change into the process. Let them come out with a smarter and more innovative and wholesome better way to cope up with the inevitable requirement of change.
If they themselves brainstorm and come up with a solution that will get much better and healthier reception.
I would suggest a few interesting reads viz.
http://www.torbenrick.eu/blog/change-management/10-ways-social-media-can-support-change-management/
http://www.torbenrick.eu/blog/change-management/top-20-change-management-mistakes-to-avoid/
http://www.torbenrick.eu/blog/change-management/12-reasons-why-people-resist-change/
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