Each organization, no matter which industry it resides in, is given opportunities to change. Some opportunities may make more sense than others depending on a variety of factors but one thing remains the same; in order for an organization to grow it must change. But many times when an organization finally decides to make a change the process is slowed or even halted making the attempt unsuccessful. Why?
John Kotter estimated 20 years ago that the failure rate of implementing organizational changes at around 70% and it remains fairly accurate today. So why do so many organizations fail at changing? Could it be lack of resources, an oversight in calculations, or just the luck of the draw? As it turns out, one of the main reasons change isn’t achieved is because the organization forgot about the most important aspect of the company, the people.
Lack of communication with employees can spell disaster for any business. Without a full understanding of your employee’s perspective to change you cannot address the multitude of issues that may arise.
- Employee limitations and constraints, if not addressed, can send any future plans “off the rails.”
- Lack of inclusion can make employees feel undervalued which can lead to a disconnect between the employee and the organization’s vision and values.
- Not addressing employee concerns such as pay structure, schedules and workload can make any employee adverse to the change and take away any motivation to “stick to the plan.”
- Lack of Input will not only leave employees feeling undervalued, but puts the change at risk of failure because of unforeseen issues.
Organizational change shouldn’t just start at the top with CEO’s, Board of Directors and Managers. Your employees helped get the company to this point, listen to what they have to say, they may be able to help navigate the road ahead. Whenever an organization thinks it may be ready for a change, check with EVERYONE in the organization.