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Before introducing a major change (Hypothetically let's assume it's a new system to be implemented) I'd recommend following some of the listed below "pre-launch":
1. Get every influential and key person on board with the idea of the change and its need. (This could involve Owners, Top Management, Stakeholders etc.) Create an Alliance to stand behind your decision to go for this change.
2. Introduce the Change properly. Create the "WOW" factor. Let the information be freely available through any available communication channels and resources (Media channels e.g.). Let the people know about the idea, the concept behind it, how it can benefit them and how it can revolutionize the way work is done.
3. Eliminate surprises. Often surprises of big magnitude are not taken well or appreciated. Let everyone familiarize themselves with the idea behind the change and it's possible overall implications. Let hem properly understand "Why" there's a need for it.
4. Let your messages be precise and simple. Do NOT make the mistake of mixed messaging. The informational media overall should be directed with the purpose of educating people about the change. Try to create an overall positive aura about it.
5. Effective communication is a must: Both PRE and POST change. Let all comm channels be open and available, interact with the curious and try to satisfy their queries and concerns and help them understand how the change will impact on making their lives/work easier and effective. Take their feedback with an objective to understand the major concerns and hurdles in the implementation of the change so proper strategies can be formulated to eliminate all possible road blocks.
6. I'd like to Add "BETA Testing" as my sixth for the process. Allow selective personnel (e.g from various departments across the organization , especially influential key individuals) to be part of the PRE-RELEASE beta testing phase. Let them get a hands on experience and training so they may go back to their department and share their experiences with their colleagues and other personnel from work. Word of mouth helps like nothing else.
you have to first mentally prepare the people for the change, so when the change comes, they are not surprised and reacting in a way you didnt expect...
In my oppinion and from my experience so far, people are quite reticent to major changes unless they are convinced is in their advantage. So, if you plan to make a drastic change, first of all be honest with your work environment about the change - explain what exactly is expected and how, how it will affect and last but not least, how it will influence everybody. Make your best that the major change will not have a negative impact on the employees morale or interest - be opened discussing it, whether the outcome. Afterall, you want to keep what you have and make it better - so you need loyalty and commitment.
Understand the impact of the change on all impacted from their perspectives and plan to minimize or eliminate any negatively perceived impacts.
Relate it to a Major Income.
just one sentense so simple but so hard at the same time
A former Boss had a great way of introducing change, he would gather the workforce and say: "We are making some major changes, Peter will explain it to you"! Not a system that I would recommend, the proof being that it wasn't long before I took over his job!!!
1. Consultation - spell out the whys and wherefores.
2. Thinking time - Let it sink in and give them the opportunity to forward any issues that they may have.
3. Second consultation - Go over all the issues.
4. Evaluate - Given everything that has been discussed, will it work, is there an alternative or is it a necessity.
5. Decision - based on4.
Assuming that the changes have to be mandatory:
6. Training - If required.
7. Implement.
8. Feedback - after a nominal period of time, review progress and decide on further strategies (if required) should there be "teething" problems.
About my experience for a major change in the organization to make is properly implemented is to first recognize the stage of that change or the level of the organization where the change is likely to be take place, then to take review of the key persons as well as other persons, get it analyzed by static data analytics and ask the related person for the possible eaisest way in which they can co-relate with the change.
Afther having these steps just think out of your self as a netural person, you will find answer by your own how to implement the change
Simple rule; "Whats in it for me?" Show me whats in it for me and I shall be happy to change myself!
Any major change can be well introduced by dint of only one thing "feel good",if these massage can be percolated any change in any thing in the world can be well introduced
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