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Making Change Stick
Once you have introduced your change, it is important to continue to review it and check that it is working and embedded before moving to introduce any further changes. Introducing too many changes which may appear unconnected is likely to cause ‘initiative overload.’
This may mean that employees won’t embrace the changes fully if they think it won’t be long before more new systems or arrangements take their place.
If the changes have involved redundancies and reductions in staff numbers, the remaining employees may be wary if you announce further changes. It is therefore important to plan carefully so that you don’t have to go through the process more frequently and subject your staff of prolonged periods of uncertainty.
If you enable the change programme successfully, staff will develop a greater degree of trust of the business management and are therefore more likely to be flexible and accepting of future proposed changes.
For further advice on change management or any other HR topic contact Helen Astill on 0845 603 6696/ 01684 594773.
This may mean that employees won’t embrace the changes fully if they think it won’t be long before more new systems or arrangements take their place.
If the changes have involved redundancies and reductions in staff numbers, the remaining employees may be wary if you announce further changes. It is therefore important to plan carefully so that you don’t have to go through the process more frequently and subject your staff of prolonged periods of uncertainty.
If you enable the change programme successfully, staff will develop a greater degree of trust of the business management and are therefore more likely to be flexible and accepting of future proposed changes.
For further advice on change management or any other HR topic contact Helen Astill on 0845 603 6696/ 01684 594773.
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Posted on 22 Jun 2009 by helen
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