Changes are an inevitable part of any organization. All businesses experience change through their progress, but not all work to manage it properly. Letting your workers experience a major change in the company without managing it properly can be quite challenging.
It is the organization’s responsibility to make the transition smooth for everyone in the company. Avoiding the process of management by not informing your employees may lead to more issues. We have put together the different types of change management approaches for convenient management.
What is Change Management
Change management refers to approaching changes in an organization’s processes, technologies, or goals systematically. It means implementing strategies for controlling and managing transitional activities to help the employees adapt to change. Change management involves testing and evaluating change, documenting its effects on the organization or employees, and ensuring regulatory compliance.
Types of Change Management
Various kinds of change management models are used globally to manage changes in an organization. Yet, it is essential to understand the transition and choose the right change management for a smooth transformation. Let’s tell you about the types of change management in detail.
Developmental Change
The most common type of change in an organization is developmental change. It refers to improving already existing procedures and processes in the company. It usually includes introducing advanced technologies and systems to improve efficiency and compete with others in the business.
How to Manage Developmental Change
Managing developmental change includes informing your employees of the effect of developmental change within the company. It can be made more accessible by improving the workers’ skills to operate the updated technologies, and working on performance standards and existing methods.
Transformational Change
As the name suggests, transformational change reforms the operation and culture of an organization per need. It involves the modification of how a company serves its customers. The results of a transformational change may or may not be known beforehand. Transformational change typically takes place at the executive level.
How to Manage Transformational Change
The most fundamental approach to managing transformational change is to create a team of stakeholders in the change. Ensure uninterrupted communication among the teammates to easily process the change among employees. You can also opt for a management tool to reduce the burden on the team and help them stay organized.
Transitional Change
Transitional change is similar to developmental change. However, instead of modifying previously existing processes, transitional change involves completely redesigning the working procedures. It is more detailed and requires more effort to accustom your employees to this kind of change.
How to Manage Transitional Change
As transitional change requires preparing your employees mentally and skillfully, it is best to train them beforehand. It may also require polishing their soft and hard skills to adapt to changes in the company. Arrange training sessions and workshops for the workers during the period of change.
Policy Change
One of the changes in an organization that affects all departments and domains is a change in policy or status of the company. If your company signs a merger with another organization or implements a new policy regarding employee behavior, it comes under the policy change.
How to Manage Policy Change
HR can play a major role in training employees for this kind of change. You can ease the process by being accessible, transparent, and kind when communicating with the team. Take feedback from your team and see how you can make the best decisions.
Remedial Change
Remedial changes occur as a remedy to a cultural or functional problem in the organization. Many people in the company do not appreciate such changes as they reform the ways they perform. Yet, it acts as an excellent approach to eliminating toxic workplace elements in time. Remedial changes make your organization a better place without leaving a negative impact on the environment.
How to Manage Remedial Change
Understanding the employee or department’s previous conduct is essential to managing remedial change. Measure the issue, set goals, and conduct regular progress meetings to understand and sort potential issues. Do not ignore the problems faced by team members during remedial transformation.
Personnel Changes
Personnel changes in an organization occur when the employees leave or join the company. It also includes when an employee is terminated. Any shift in the employees in a department is called a personnel change. It may also mean merging with another company or recruiting multiple people through an agency. It could be positive or negative for the organization considering the workers’ performance. Joining, leaving, or terminating an employee stirs uncertainty among others.
How to Manage Personnel Change
Managing personnel change requires HR management strategies to ensure enough workforce when needed. Create and update a calendar as employees join and leave the company. Provide training to the staff to help them blend in the company’s environment. Communicate expectations and changes in roles with the employees per need.
Sudden Changes
While most of the changes in an organization are planned according to requirements, some changes are unplanned. They may occur in any department of the company without prior consideration. Usually, these changes are not beneficial to the company. Yet, sometimes they could impart no effect or leave a positive impact.
How to Manage Sudden Change
Sudden changes are the most difficult to manage as they appear out of nowhere. The only way to manage these changes is to consider the weaknesses and threats beforehand. Work with tech experts, legal team, and insurance personnel to combat such issues. HR can also play its role by communicating the problem to relevant teams and taking feedback.
The Bottom Line
Changes are inevitable and critical in any organization, yet you must manage them adequately. Management of changes requires understanding the type of change and devising a suitable solution. The common types of changes in a company include transformational, transitional, personnel, policy, developmental, remedial, and sudden changes. Management of each transition is different from one another. Yet, the basics of change management include clear communication, understanding, and training of the employees.
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