Diagram of change managementIn some cases, especially within the light industrial sector, change is the only constant. With that in mind, it’s crucial that you write down any new policies, standards, rules and regulations when implementing new changes for your workforce. Not only does this ensure that your entire staff is on the same page when the change does take effect, but it can also help to handle any situations that may arise due to the newly introduced changes.

Detailing the Thought Process

The first thing to do when preparing your organization for a significant change is to describe your entire thought process. These notes are usually for your eyes only, or for your managerial partners, so you don’t have to be too formal or neat. The point here is to map out your thoughts, including any actions or activities that led to the change in the first place.

You’ll also want to make note of the results you are expecting to see after the implementation. These forecasts can later be used to compare and contrast against the actual results of the recent change.

Writing It Down

As mentioned above, it’s important that you write down your entire thought process. This can be in the form of handwritten notes or a typed document. Conversations can be recorded for later dictation.

Whichever method you choose, make sure to include your original reason for seeking change, the exact steps you’ve taken to implement that change and, as mentioned, exactly what you expect to see following your new changes.  Having these original expectations recorded will make it much easier after a few weeks or months to see if the changes were successful. Down the road, it’s tough to remember exactly your thought process if you don’t have a written baseline from when you implemented the changes.

Making It Happen

Planning ahead is great, but it will only get you so far before it comes time to make your changes a reality. There are a variety of strategies and methods one can use when trying to make change happen in the workplace, and it depends on many factors.

Your workforce’s current productivity levels, your company’s current profitability and your plans for the future are only a few of the factors that need to be considered when trying to enact change.

Communicating with All Workers

Finally, make sure to communicate your newly introduced changes to your entire staff, including supervisors, managers, and other employees. You really can’t expect your workforce to abide by my new rules or protocol if they aren’t aware of the recent changes, so you’ll want to make this information readily available to your workers. Bulletin board posts, newsletters, and even group-oriented meetings are all great avenues for presenting new and recent changes to your entire staff at once.

Moreover, make yourself available to any of your employees’ comments, concerns or questions. Again, it’s crucial that your workers are acutely aware of any new changes to their job, their role within your company or their day-to-day responsibilities.

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