- 1). Define the desired outcome of change. Define what the company will look like and how employees will interact with each other. Get a clear picture of how the change will affect the day-to-day work environment and how it will affect your customers and other stakeholders. Draw plans for the new physical environment. Redefine policies and procedures to support the change.
- 2). Count the cost of change. A new management philosophy may require reconfiguring office space. The switch from manual to computer-based operations will require new equipment and training. Down time during changeover means lost productivity and revenue. Some employees may be uncomfortable with the change. Recruiting, hiring and training new employees drive up the cost of change.
- 3). Assemble a change team. Choose a change champion---the CEO or a senior executive dedicated to the change who will lead the charge. He must be convinced that change is imperative for the growth of the company. His commitment and passion will ignite the spark in the rest of the team and the organization. A team composed of recognized leaders in each department will facilitate the process. Offer comprehensive training to ensure they understand the reason for the change and the implementation process.
- 4). Implement the change plan. A change in philosophy is accomplished by systematically introducing the individual elements. Prepare effective communications that are both instructional and motivational. Emphasize the benefits of the change. Be honest about the difficulties and pledge support and the necessary resources. Use the team to listen to employees through the roll out and gather feedback. Answer questions and address concerns as they arise.
- 5). Measure results against desired outcomes. Change initiatives can drag on and lose momentum. Managers and employees are in danger of slipping back into their old habits. Use surveys to gather feedback on employee satisfaction with the change. Gather data on productivity, turnover, absenteeism and other key factors to gauge whether you are reaching the desired outcomes. Continue to encourage participation and both positive and negative feedback.
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