Changes are most successful when they are embraced by all levels of management. Sometimes, new roles or responsibilities are assigned to design, implement, and monitor change. When all facets of management are working toward a common goal, change can be easily woven into the corporate culture.
Organizational changes sometimes occur when executives outline a strategy to control costs or streamline operations. Other types of changes occur in response to demands from customers and suppliers. The source of the change often affects the way different managers respond. It is important that everyone embrace the change, no matter the source. Executives should communicate with middle management to smoothly implement top-down changes. Middle management should communicate with senior management and executives to smoothly implement change that is in response to operational demand.
When executives and senior management visibly support the change, it is more likely to be successful, according to Prosci’s Roles in Change Management Model. If the change was proposed at the executive level, top managers should see it through, rather than delegating and moving on. If the change was proposed by another sector of management, executives should familiarize themselves with the plan, and provide necessary feedback and adjustments. Responsibilities in change management include:
Managers who deal directly with customers, employees, and suppliers offer a valuable perspective in understanding when a change is necessary, and how change can be implemented seamlessly. It is important to communicate your observations to senior managers, and to help the employees you supervise understand the reasoning behind the change. Responsibilities in change management include:
Employees who work in areas such as human resources, public relations, and employee development are responsible for staying up to date with organizational changes that affect employees and corporate culture. Change management responsibilities include:
When a change is underway, some organizations bring in employees or consultants to help implement the procedures. Having employees dedicated to a smooth transition betters the odds of success. Change management specialists work with management and support staff to address concerns and make sure the transition runs smoothly. Responsibilities include: