Steps of Organisational Change

Organisational change is characterised by a set of actions that may cause a strategic shift in its functioning or a change in processes, tasks and may even affect the relationship between the people. There are many reasons for an organisational change which includes change in the mission, new technologies, mergers, restructuring , collaborations, downsizing or due to implementation of programs like that of re-engineering. The organisation establishes a clear cut path for change through thoughtful planning and sensitively implements it by explaining the reasons for the change to the employees.  Consultation  and involvement  of employees  affected  by the change  is  important  since  any  change  would  be  received  by  fear, uncertainty, resistance and op position. The following are the steps to change:

• Building acceptance and developing ownership to the change would be the first step. Since change can create an unsettling effect, it has to be approached through a positive leadership style by the project manager to ensure that the proposed change is made compatible with the organisational culture.
• Managing change involves a thorough understanding of the variables and adequate time has to be provided for acceptance. This builds a commitment to change.

• Information on the benefits of the system of change should be provided.
• Sufficient information about the system of change and the audience impacted by the same has to be provided. Also information on the support and other resource should be provided
• Direction and focus of change should be clearly communicated through a framework. Communication should be an integral part of the team's activities.