HR challenges. This word scares you? No, especially not you, an attentive manager who presents an optimistic attitude and openness to the evolution of your company and your industry…
But between us, is there not a part of uncertainty in the change that makes one puzzled? Never mind, an anticipated challenge is a much easier challenge to tackle, so here are some HR challenges related to managing change and ways to get out alive!
Branding, restructuring, modernization, new product development, process optimization, globalization, lark! There are many opportunities for change in a company … and the challenges that come with it.
Good news, there are possible solutions for (practically) all the hr challenges that change brings. Are you ready? It will take a lot of thought, time and action – but you can do it!
You do not make an omelet without breaking eggs
But do you absolutely have to spend the dozen? Successful phases of change contribute to a successful business. That said, the failed phases of change harm the latter and may even lead to its loss.
Before undertaking any change, make sure that its scope has been measured in a clear strategic plan. What’s more, this specific plan will give you an overall picture of the future of the business and facilitate the sharing of this vision at all levels of the organization.
Also, make sure you agree with these changes (despite any personal opposition you may have). Your enthusiasm and conviction are tools that you will need throughout the process.
You may also like to read: How to find the right financing plan for your small (IT) business
HR challenges, find and take your place!
While in some companies the HR challenges team is a strong organizational pillar, in many others human resources are not yet considered and used to their full value. The phases of change are sometimes even conducted in a vacuum by project managers or by “change managers”, thereby excluding human resources.
Play elbows or go on a charming campaign, but please, do everything in your power to be involved in the changes. Once the changes are in motion, the employees will turn to you. Be ready!
The eternal lack of means
Human resources, like most other departments of a company, do not escape: the resources are not infinite. The limited annual budget must be invested in several projects at a time, while the small staff must be more versatile than ever before. How to manage change in such conditions?
Sharpen your pencil, you will need planning and a bit of creativity. The necessary duration of the changes is proportional to the extent of these changes. If this is a major project, make sure to be informed as soon as possible. You will be able to negotiate the necessary budget for your human resources operations and, if necessary, to spread the expenses and investments over several periods, quarters or years.
Also, consider cooperating. Develop a close collaboration with the communications department (or another related team) and spread the budget and change-related efforts to the staff.
Hurry, but take your time!
Set a timeline for changes: schedule realistic timelines and insert buffers for contingencies.
While some changes need to be in place quickly, time is still an issue. It will take time for employees to tame the change to minimize the impact on their daily lives. Consider it in your planning.
Let the staff walk
Depending on the nature of the change, a small percentage of the employees will be totally put off, another will be completely enthusiastic, while most of the staff will be undecided about these changes. In any case, all employees will go through the phases of the concern.
The theory of the phases of the concern maintains that during a period of change, an employee follows an evolutionary sequence of about seven behaviors and reactions. Beginning with no concern, an employee’s thinking then turns to analyzing the effects of the change on himself and then on the organization. The employee then questions the nature of this change and gradually gives way to an openness to the application of the change. At best, the employee is collaborative and sometimes even demonstrates a desire for improvement and innovation.
Take care, it’s not a recipe!
Employees do not complete all of these seven phases, some will finish their journey of applying change: they will do what is asked of them, nothing more.
Remember that change is a concern for employees and affects their engagement; Success requires time and dedication from each staff member.
It is possible to survive the dissatisfaction, the closing of mind and the refusal
As masterful and fantastic changes in the company can be, it remains nonetheless a part of the employees will not perceive the benefit you announce.
It’s not your fault, the human being is fundamentally resistant to change. Fortunately, the human being is also sensitive and intelligent, which will allow you to turn this state of refusal into commitment.
Note that the refusal and the closing of mind are often only testimonies of incomprehension and fear of change. Allow disgruntled employees to express themselves and HR challenges decisions. Give them active listening and take the time to answer their questions.
Since the unknown can be worrisome, make sure that changes are communicated clearly, quietly giving way to understanding, acceptance, and rallying.
Communication – obvious, but not so simple
Employees will want to understand the changes, is not that a demonstration of their mobilization? Optimize this interest by multiplying communication actions.
At first, rally managers by sharing the new vision of the company and the tangent it will take. They are your allies, make sure they act as positive transmitters to employees, not a bottleneck by jealously guarding information for them.
Mourn, most institutional communications are not read in full and oh the pain, sometimes are not read at all. So, transmit the changes and their impacts through different channels: e-mails, of course, but also initiatives like dynamic video clips and information sessions revisited such as a lunch with the president or a lunch and learn. Dare to go further, hold an internal competition to increase awareness and understanding of upcoming changes.
You will not be able to go through a phase of change without effective communication – spend the time and effort.
Staff prepared and trained
For changes that will be as fluid as possible, build on the strengths of existing human resources. And more than ever, be sure to assign employees to the positions that best fit their respective profiles.
This is a great time to use your HR challenges plan . A clear vision will also enable you to succeed in the phases of change while promoting the mobilization of employees.
In addition, plan training so that employees can take ownership of the new products and, if necessary, offer skills development sessions.
Recognize and celebrate
Share the success and the positive impact of the changes. After asking employees so hard, it would be awkward to keep them away from the results of their involvement. Help to mobilize employees by celebrating with them this key phase of the company’s development.
In short, never lose sight of your role at the expense of the goals and strategies of the organization. Make sure you are serving both the company and its employees.
While changes in business undermine the staff (of which you are a part), remain sensitive to human issues. After all, this is an inherent richness of the organization.
Change? Bring it on!
