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Employee Involvement: Lack Of Organizational Change

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2. Lack of Employee Involvement: People have an inherent fear of change. In most strategic organizational change, at least some employees will be asked to assume different responsibilities or focus on different aspects of their knowledge or skill. The greater the change a person is asked to make, the more pervasive that person's fear will be. There will be fear of change. More important, however, there will be fear of failure in the new role. Involving employees as soon as possible in the change effort, letting them create as much of the change as is possible and practical is key to a successful change effort. As employees understand the reasons for the change and have an opportunity to "try the change on for size" they more readily …show more content…

Many leaders believe that if they tell people what they (the leaders) feel they need to know about the change, then everyone will be on board and ready to move forward. In reality, people need to understand why the change is being made, but more importantly, how the change is likely to affect them. A big picture announcement from the CEO does little to help people understand and accept change. People want to hear about change from their direct supervisor. A strategy of engaging direct supervision and allowing them to manage the communication process is the key to a successful change communication plan. By planning and dealing with these three areas thoroughly, carefully, and sensitively, people will be most likely to get on board and help implement the change and adapt to drive organizational excellence far more readily and …show more content…

They should not only be the change drivers, motivators and messengers but also they should be business focused, so as to be a well integrated strategic partner in building the organizational excellence. The Requisite abilities would be that they should keep the employees engaged by keeping energy levels high, develop strategies to retain top performers, and continue to provide value-added services to employees such that diagnose problems coming between the transition of transformation.

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