Any change in the workplace can make people nervous - but if handled well it can bring huge benefits. This checklist shows you how to implement change.
- Identify the need for change: think about where you want to be in the future and what you need to do to get there; look at what your competitors are doing.
- Accept that your systems and processes are not perfect; encourage employees to identify problems and opportunities for greater efficiency.
- Prioritise changes which offer the greatest potential benefits.
- Aim for a programme of continuous change in small steps, rather than a few large changes. Consider piloting risky changes before rolling them out.
- Clarify the reasons for the change; confirm that the reasons are in line with your overall business objectives.
- Think through the implications: for example, costs, changing requirements for personnel and skills, alterations to systems and policies.
- Take advice from contacts or advisers experienced in the kind of change you want to implement.
- Drive the change; make it clear that the change will happen, set a timetable, and plan how you will measure the results.
- Assign responsibility and clarify individual roles; encourage employees to take an active role in delivering the change.
- Sell the change to everyone who will be affected - for example, employees, customers and suppliers; explain the business benefits.
- Answer individuals’ concerns and address their fear of change. Clarify the implications of the change for individuals and teams as well as the whole business.
- Continually communicate; get feedback and suggestions.
- Monitor progress against your plan; tackle problems as soon as they arise.
- Reinforce the change; point out the benefits which it has delivered.
- Continue to look for further opportunities for change.
