Most major change implementations require action from a great
number of people. One of the reasons why some changes fail is due to the fact
that even though the employees have bought into the change vision, they have
not been properly empowered. Sometimes the hindrance can be the organizational
structure. Rewards or performance appraisal could force some employees to
choose between the vision and the self-interest. One well-placed blocker can undermine the
efforts of all and stop the whole change effort.
Whenever smart and well-intentioned management avoid
confronting hurdles, they dis-empower employees and destabilize the entire
change. Also real transformations take time. There is a gestation period for
everything. Lacking short term goals can cause for the whole change to lose
momentum, if there is no win to celebrate. Without short term wins many
employees give up or join the resistance.
Managers need to enthusiastically look for ways to attain clear
performance improvements and achieve these objectives; rewarding those involved
through recognition or promotion. Don’t
be caught up so much so with the grand vision that you forget about the quick
wins.
Defining clear short term wins, removes complacency and
encourages employees into detailed and analytical thinking, which can be useful
in the clarification and revision of the change vision.
EL
No comments:
Post a Comment