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Stop failing! Without this one tip, any business changes are a waste of time

business change tip

Stop failing! Without this one tip, any business changes are a waste of time

Not everyone in your business will be excited about the change. Sometimes it requires being proactive and implementing some simple strategies that will make your employees and colleagues comfortable with the new changes.

You want to implement a new system that is going to revolutionise the way you do business entirely. But, as with any new change comes complications. The most important business change tip is a big one; ensure you are bringing your staff along whit you – whether they are ready to undertake the new challenges that any new software implementation requires, or not.

What are common problems that arise with reluctance to change?

The reason you’re implementing these changes is that you want to see a shift in your business. Maybe you want to streamline data, or perhaps you want to create more visibility over projects and reports. But more than likely, you want to see more profits and return on investment for the resources you’re allocating.

Employees who do not share this vision will often erode any profits or productivity that can be achieved if they are resistant to change. They will quite often go against process and protocol and return to the old way of doing things, which ultimately makes implementation a nightmare.

So how do you bring employees along with you?

#1 – The big one is to leave no employees behind. Your employees need to feel part of the process. They need to feel like they are a significant stakeholder in the new implementation and that their ideas have been put into this process.

They need to feel like they are going to help create meaningful change. If these employees have skin in the game, then they commit to the process.

#2 – Every person in the change management process needs to feel like they understand when they are succeeding or failing. Employees who are positively working with the change should see rewards and recognition and vice versa for those who are lagging and hindering the process.

#3 – Managers and critical decision-makers need to demonstrate what the big picture is to employees. The more everyone understands how the change is going to make their lives easier as well as make the business more profitable and efficient, then they will feel like that they have a role to play in achieving the big picture goal.

#4 – Deal with the naysayers quickly. With most implementations, we see a few hesitant individuals who liked the way things operated before. This is understandable, but continued resistance without any interjections from management can de-rail and damage the progress of the change.

Organisations need to know when to say enough is enough. If you wait too long, employees can gain a powerful opportunity to create damage to your goals. This damage comes from not following new process management protocols and persuading others to do the same.

It all lies in the communication of the vision.

Inspire those around you by presenting a compelling vision and goal for the future. Remember, your employees might not have the same motivations and insider knowledge as you do. You need to communicate effectively what the big picture is and how this change will provide an even more straightforward path for them ahead.

So don’t forget this business change tip – make sure your staff know what is in it for them. Why is this change necessary? And how is it going to affect the organisation and individual long-term positively?

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