Someone once
said that ‘there is nothing constant but change’.
Organizations must change and adapt to survive and
thrive. However, the impact of some organizational
change initiatives can be significant and many change
initiatives fail. Based on our experience, there are
many reasons why organizational change fails. Among
them are:
- Inconsistencies between management's words and
actions.
- Unclear or overreaching expectations without a
good measurement system to evaluate the change needs.
- Not modifying compensation, organizational design,
communication and performance management systems
to support and align with the changes.
- Management not realizing successful organizational
change takes persistent and consistent efforts that
may last years.
- Assuming training employees is the only change
they need to make.
Before you decide on any major organizational change,
conduct a thorough, unbiased evaluation of your organization
and what the future impacts of the change may be.
Then assess the current state of affairs in your organization
and identify the areas that may be impacted as well
as the systems and champions that will support the
change. We have assisted companies in this effort
and have been successful in identifying ‘blind
spots’ and alternatives that have provided superior
organizational results.
We can also assist you in developing your HR strategy
in relation to your organization's overall business
strategy and objectives by:
- Clearly defining your key HR processes, and adding
value by ensuring they are linked through the 'common
thread' of organizational strategy.
- Providing further value by defining measures for
your HR outcomes; measuring the contribution to
the bottom line.
- Supporting strategy implementation by ensuring
an effective organizational structure is in place,
and that the appropriate quality and quantity of
resources are allocated.
- Working to integrate individual and organizational
performance by defining and linking your company's
core competencies.
- Developing customized web or paper based employee
surveys to measure employee satisfaction and effectiveness
of program communication.
- Conducting an organization review or workflow
analysis to determine the effectiveness of process
or design.
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