The change management process is planning for and adjusting to change. It has been described as a type of project management in some ways. It’s not just about what will happen in the future; it also encompasses examining how one or more changes will affect the organization and its employees. Suppose a company wants to make a significant change, like rearranging or outsourcing. They may have to do considerable planning first, especially if they face external risk factors that could derail their work plan.
Each organization has their processes for change management, but some elements are similar across all. For example:
Identify the project.
This step involves identifying the project and breaking it down into individual tasks that must be completed. For instance, in a large project, each lesson will have its own milestone, involving using a management tool like Microsoft Project or another planning software program to determine when work should begin and end.
Establish a timeline.
The project manager will want to create a timeline for the entire process and then set shorter timelines for the individual tasks.
Create a work breakdown structure (WBS).
A work breakdown structure is a tree diagram of the tasks associated with the overall project. If applicable, it can be used to determine dependencies between tasks and costs associated with each lesson.
* Develop resources.
Resources are the people who will complete the tasks. Some organizations use a resource management tool like Microsoft Project for this.
* Develop work instructions.
To ensure that everyone is working on the same tasks, it’s essential to communicate what needs to be done, how it needs to be done, and who will be doing it.
* Perform risk assessment.
Once everything has been worked out, there is still the risk of changes that could throw everything off course. Risk assessment addresses these potential issues and advises on risk reduction or probability of occurrence.
* Execute the project.
The project is executed as planned, with adjustments as necessary. Monitoring progress toward milestones and adjusting work when needed are critical to the success of managing a project.
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* Closeout the project.
When the last task has been completed, that’s a good sign that the project is complete. This process involves reviewing the project and writing up a report about what went well, what didn’t go well, and how the project could be improved.
At its most basic level, change management is about helping people make decisions that affect their lives and being compassionate with them if they aren’t comfortable with those decisions. It’s also about encouraging people when they’re thriving in their new environment and actively investigating acts of hostility or discrimination if necessary.
Many organizations have applied change management concepts to reduce employee stress during drastic organizational changes such as downsizing and mergers.
Change management often takes a top-down approach and is sometimes synonymous with corporate culture change. It can introduce new goals or objectives to the organization, retrain employees, integrate new people into the team, and more.
While change management is sometimes used negatively, like when an organization forces employees to make sudden changes that cause conflict, it can also be used as a positive force that helps an organization succeed in the long term.
A successful change management plan will typically include steps like these:
* Establish a vision.
By laying out what you want to accomplish with your change management plan, you will be able to outline exactly what needs to happen over the next few months or years.
* Develop metrics and measurements for success.
Even if change management is voluntary, your organization will still want to see results. For example, you might want to assess how employees feel about their work environment or how much time is being saved by the new processes.
* Consult everyone about the changes that need to be made.
Developing a change management plan doesn’t just include managers and executives; it consists of all of the people who will be affected by the changes. This open dialogue helps foster trust and ensures that people feel involved in the decision-making process.
Conclusion
The main goal of change management is to increase the likelihood of a positive outcome. Positive outcomes include a more efficient company, a better understanding between workers and managers, and an overall sense of happiness in the workforce.
