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Omni-Channel Model Of Change Management

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In a high technology world that most retail has changed completely now, consumers are more empowered and well informed by digital connection than ever before. The modern Omni-channel shopper was always connected with mobile or internet. They can get the latest information, update about their choices, find the best deals and expects to receive purchase on their preferred time and place. Their journey cuts across different channel, including brick and mortal, online, mobile and social media that can influence the sales and consumer decisions. Due to the drastically changing in adoption of high-tech devices, consumer buying behaviour was growing especially in Asia. The surge of e-commerce business has driven companies towards Omni-channel approach. …show more content…

In today’s competitive, uncertain and fast paced economic environment requires organizations to change in order to maintain or develop their competitive advantage. Change is a common step out that all businesses, regardless of size, sector and age. Our world is changing fast, as such, organizations must change quickly too. Organizations that handle change well thrive and those that does not may struggle to survive.
Change management is the process of taking a planned and structured approach to align organization in the change. It involves working with individual to help them understand what the changes meant for them, guide and coach them along in the transition and work together to overcome any new challenges.
Nowadays, change management is a crucial plan that helps the organization to move towards to a desired future state. Organization change required a properly planned schedule, priorities set up, timelines, delegation of responsibilities, establishing of procedures for review and alter when needed. In order to make the change process effectively, leaders require to pay more attention towards identity formation of the people in an organization was equally important (Karp & Helgo, …show more content…

Education and Communication: education can be in small group discussion, presentation or workshop helps them adapt to new roles quickly whilst reducing uncertainty. Training provided on new knowledge and skills reduces fear of unknown and increases confidence, especially when the change involves them. Conducting open communication that answers questions and encourages feedback to eliminate employee mistrust and will make them feel more involved with the change initiatives.
2. Participation and involvement: it’s hard for employees to resist a change decision in which they participated. People who participate will be well informed and committed to implement. Employees are allowed to contribute in change planning process won’t have any mistrust about the change and will be more committed to its success.
3. Facilitation and support: change affects employees’ roles and routines so managers’ support is essential to maintain a certain level of comfort and get the affected employee adapt to the new role. Facilitating and providing a forum to share their concerns reduces fear and anxiety. Support activities like counselling, stress management and even emotional support will make an employee feel valued and encourage them in coping with

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