The Tribune

Adapting to change in business is often a great challenge for many employees. The ability to assimilate into a new and dynamic environment in particularly perplexing for veteran workers who may have been entrenched in a process, environment and culture for an extended period of time.

When it comes to making major changes in the workplace - from embracing new technological advancements to downsizing, adding new products and services or shifting brand market strategy - the success of the move hinges on the ability of key players to embrace the new regime and bring those resisting along.

Today we offer tips on how companies in the midst of change can maximise results and achieve a greater measures of business success.

1. There must be a strong sense of commitment from senior management towards the direction the company is going in. When the senior leaders are all on the same page, it makes the decisions that must be made easier.

2. It is important to keep everything in the open for senior leaders. Remove all of the “back door” conversations and “silo” conversations. The more your senior executives know and can speak to what is going on, the more they will champion the cause.

3. Find the “win-win” for all key players in the roll-out of any new initiative. The communication plan must highlight how everybody wins, especially those who are crucial to the implementation. Incentives and other forms of external motivation must be used strategically for those who assist in the roll-out process.

4. Establish targets, end results and dates of implementation. Do not relent on those firmly-established goals and dates. Everyone in the company needs to know that stalling tactics will not work and, even when the process seems rushed, inaction is nothing short of failure to embrace change.

5. Ensure that measurement of the targets takes priority, and the necessary adjustments are made. No change policy is seamless. All change gets messy and requires some adjustment from the original plan. Make the changes along the way and be matter of fact about it.

6. Make training a key component of the process. Ensure all employees that the company will provide support in the form of orientation, such as training, to help with the assimilation process.

7. Just do it. This popular brand slogan must be followed to the letter. Indecisiveness is most dangerous when everyone knows that change must occur. Do not shrink or cower in fear. Take the calculated risk, and ACT.

• NB: Ian R Ferguson is a talent management and organisational development consultant, having completed graduate studies with regional and international universities. He has served organsations, both locally and globally, providing relevant solutions to their business growth and development issues. He may be contacted at iferguson@bahamas.com.