Change Management Articles
When it comes time to make changes, the best managers direct the transition from start to finish. How have leaders managed change successfully?
That is, of course, something of a trick question. Retaining employees is a major part of building a strong operation, but retention of employees is not the primary goal of a business or other organization. Apple Computer may be good at retaining employees, but its top priority is to generate a profit for shareholders, and it does so by producing technology people want to buy. Because it is successful at making a profit with nifty iPhones and such, people like to work there. Yet, I am certain that there is a manager somewhere at Apple who has driven down morale and has lost some good people owing to a management style that does address employee retention.
The findings of the Harvey Nash HR survey indicate that while HR is surely playing an active role in helping organizations adapt to the change underway, a lot more needs to be done. How is HR changing? Read here.
Determine the scope of your plan, then evaluate your past pieces. After gathering candid employee feedback, craft your strategy.
A few years back the quote 'Every company is a technology company' made the rounds on social media and in presentations on the workplace, the future of work, and in probably too many TED talks to try and compile.
According to a 2014 PwC Report titled “Project Management: Improving Performance, Reducing Risk”, only 25pc of companies successfully complete all their projects, 57pc of projects fail due to a breakdown in communications, while 39pc fail due to lack of planning and resources.
Business is rife with catch phrases, and has been for quite some time. Some are horrid clichés…”run it up the flagpole” or “drink the Kool-Aid.” In fact, in an article for Business Insider, Jacquelyn Smith found 26 catch phrases that are as annoying as the muddied use of the word “literally,” which is presently considered one of the most annoying and misused words in English.
‘As you sow, so shall you reap’, a popular idiom proves its worth in multi-faceted avenues. It presses best when we experience change management in family-owned businesses in this era of perfect competition. There, the bloodline and their decisions most of the time cost opportunities at the market place and sometimes they do lose valuable talent.
The Hackett Group’s 2018 Key Issues Study Also Finds Shortfalls In HR’s Ability to Support Enterprise Goals, Plus Gaps in Critical HR Capabilities
It is believed that organizational culture change provides meaning, direction and clarity that will make the business to achieve its goals. But it is necessary that cultural change should happen from time to time to ensure that it fits the environment in which the business operates.
Earlier this week I stumbled upon an article in the Harvard Business Review discussing the changes human resource departments must make to stay competitive as business changes.
Implementing new clinical technologies can be a difficult endeavor. Getting your employees to accept and use the new technology can be an even greater challenge. Aversion to change and the reluctance to give up trusted methods and habits can doom any new technology installation.
A great many studies, articles, seminars, webinars and presentations exist to tell you, the manager, how to prepare for rapid change. Very few of these look at change from the employees' point of view, and frankly, that is the perspective you have to focus on. The reason is simple: if you can't get the employees to change in the direction you want, the change won't happen.
ImageFIRST, a healthcare laundry and linen services provider serving Phoenix, AZ, and other areas, shares observations that change management is the new normal in healthcare based on news stories in the media over the course of the past year.
Adapting to the digital era can be a painful process for companies. And quite a few of them are making it even more painful than it needs to be, says Eva Janich of the Swiss consultation company 4moreE, and shows how it can be done better.
Typically, the HR department doesn't have analytics experience, and analytics experts don't have HR experience. That's why change management is critical to HR analytics success.