7 steps to implement change


If possible, let people know about change well in advance so they have time to get used to the idea. Keep in mind that some people will need help adjusting to change. Fortunately, there are things you can do to help ensure the success of necessary changes.

1. Explain the need for change.
Knowing why change is necessary often makes it easier for employees to accept – and become committed – to the change. If new products, equipment or processes are being introduced to make your organization more competitive, help your team to see how everyone may benefit in the long run.

2. Be honest  
The news you have to convey won’t always be good. However, don’t withhold information unnecessarily or mislead people into thinking things are better than they really are. When the truth comes out later, your team may feel betrayed. They may not trust you in the future.

3. Encourage discussion
Talk to each member of your team. Point out what they can gain form the change and how they can make those positive things happen. Give them a chance to express any fears or doubts they have about the change and do your best to set their mind at rest.

4. Set goals together
Establish goals the team and for each member of the team. Having team goals can help build team spirit and pride. Personal goals challenge individuals to make the best use of their talents.

5. Recognize effort.
Make a point of acknowledging individual and team effort in bringing about the change. People appreciate being recognized and thanked for a job well done.

6. Offer encouragement
Not everyone will adjust to change at the same rate. Providing encouragement can help keep people moving in the right direction.

7. Delegat1e responsibilities
Delegating takes on added importance during times of change. It gives your more time to spend on the overall planning and managing of the change. It also helps team members feel they have an important role to play in the change process.

To delegate effectively, make a list of responsibilities that team members can handle. Then decide which person can handle each responsibility. Be sure to set up a regular reporting system. You may find it helpful to use a chart like the one below.


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Responsibility Person Assigned Progress Report Due Hand-over Date
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