Search Website:

Employee Relations

How to Implement Change in the Workplace Without Sending Your Staff to a Psychiatrist

When researching information for important projects, always cross check your work with multiple sources to ensure you receive a diverse selection of information on the subject matter. We do our best to ensure the content contained on this site is as accurate as possible, however things like statistics and time sensitive material may become outdated rather quickly. So if your research is for a school project or term paper, or any other reason that requires complete correctness the Article.vbxml.net website's Employee Relations category and the How to Implement Change in the Workplace Without Sending Your Staff to a Psychiatrist article is a great place to start due to our volume of information and broad range of resources, however "always" cross check facts and opinions to ensure corectness.

Article.vbxml.net is dedicated to providing reviews, learning materials, answers to questions, home work help, articles, assignment resources and we pride ourselves on offering a diverse resource completely free.. Because everyone loves free stuff, myself included. So, with that said i hope we helped you in your research and if so feel free to bookmark us and come back again!

It seem that the only time people are open to change is when what they have always done no longer works for them. In other words when our needs are no longer being met by previous behaviors, thought patterns or procedures.
Your task as a CEO or manager is to show your staff that this applies to your business as well. When definite procedures and practices no longer meet the needs of your business or organization change is needed.

To facilitate this change you must show respect for both the needs of the business and employees. When your business needs for increased efficiency, profitability and productivity take priority over the needs of your staff you are bound to increase stress and create resistance to any proposed change. There must be a balance between the two.

Here are thirteen suggestions to help you bring about change without sending your entire staff to a Psychiatrist.

1. Keep your staff informed especially when the change you want to effect is going to impact them personally. Explain the why and the how of your decision to change.

2. Stress how the proposed change will benefit your employees. When people begin to perceive a forthcoming change as a definite benefit to them and when they feel a sense of ownership in the process they more eagerly participate in, welcome and adapt to any changes made. Ownership and participation are essential. People are motivated by self interest

3. When your staff perceives a specific change as something done to them without consultation and input they build resistance instead of co-operation.

4. Get your people involved in the planning and the implementation of any change.

5. If you do ask for input from your staff make sure you use some of their suggestions. If you ask for input and ignore any suggestions given you will stop the flow of participation dead in its tracks.

6. Provide adequate training and practice in any new procedures. This is required to develop a new comfort level and replace the old. It usually takes about four weeks to develop a new habit so provide adequate training with this in mind. Avoid giving a 4 hour seminar on a new procedure or technology and expecting everyone attending to be proficient afterwards one or two sessions. Invite them to tell you when they feel comfortable and confident with the new change.

7. Have a mentoring program set up until a new comfort and confidence level is achieved. Training the trainers and having them available and easily accessible is vital. Have your mentors offer tutorials on request.

8. Never assume that you as a CEO or managers have all the wisdom and insight on any issue. Remember that wisdom is cumulative and resides within the collective. When my wisdom and insights are additional to those of others we become wisdom and insight rich. This is when great things begin to happen.

9. Never rush into change. Look upon it as a process involving information, discussion and patience. When you give it time you get the results you want plus a strong commitment from your people.

10. Avoid the bandwagon. A lot of workplace change is initiated by a manager or supervisor getting excited about some new program or technology afterwards attending a conference. They return thinking they have found the motherload. Always study any new idea. Test drive it with a few willing volunteers and then make a decision as to whether you want to commit to full implementation based on their response to the test drive.

During a speech on workplace stress to a group of office workers recently I asked what the most stressful part of their job was. The vast majority said supervisors and managers who discover new software to make their jobs easier and just when they are getting used that new technology the same supervisors discover something else to make their jobs easier. It seems to be never ending. They also claimed that in-service on the new software took them away from their jobs and caused them to fall father and farther behind.

11. People are resistant to change and must be shown that any new way of doing things is going to make their lives less stressful and more enjoyable. Never forget that people are motivated by the search for pleasure and the avoidance of pain.

12. Affirm, appreciate and praise your employees often especially during the period of change implementation. Appreciation and praise are powerful human motivators.

13. Foster a climate of humor in the workplace. People working in a climate of humor and employment enjoyment are more flexible and open to change.

The only change people are comfortable with this the change that jingles in their pocket.

Articles: http://article.vbxml.net

From the Encyclopedia: Economics - Health - Law Issues - Spyware and Virus - Web Hosting and Servers - Dental

The article above titled How to Implement Change in the Workplace Without Sending Your Staff to a Psychiatrist may be published on your website, simply use the "Website Version" link to the right to obtain the article to paste in to your site. Article.vbxml.net is an article repository housing nearly 45,000 different articles on various subjects, so feel free to browse around for other quality articles.

Information is a valuable commodity, reading and learning from such resources helps to obtain a better understanding on the Employee Relations topic. With an understanding, you are able to make informed decisions.

We have also located 10 other articles related to this one, so we have listed them below along with this weeks hottest sections, so if How to Implement Change in the Workplace Without Sending Your Staff to a Psychiatrist didn't suit what you were looking for or if you have more questions check out the menu links below to browse around. Also our Business and Home Business sections have been mentioned in official offline school resources for Business Study papers, so these are worth checking out as well as the Employee Relations you are currently viewing.It seem that the only time people are open to change is when what they have always done no longer works for them. In other words when our needs are no longer being met by previous behaviors, thought patterns or procedures.
Your task as a CEO or manager is to show your staff that this applies to your business as well. When definite procedures and practices no longer meet the needs of your business or organization change is needed.

To facilitate this change you must show respect for both the needs of the business and employees. When your business needs for increased efficiency, profitability and productivity take priority over the needs of your staff you are bound to increase stress and create resistance to any proposed change. There must be a balance between the two.

Here are thirteen suggestions to help you bring about change without sending your entire staff to a Psychiatrist.

1. Keep your staff informed especially when the change you want to effect is going to impact them personally. Explain the why and the how of your decision to change.

2. Stress how the proposed change will benefit your employees. When people begin to perceive a forthcoming change as a definite benefit to them and when they feel a sense of ownership in the process they more eagerly participate in, welcome and adapt to any changes made. Ownership and participation are essential. People are motivated by self interest

3. When your staff perceives a specific change as something done to them without consultation and input they build resistance instead of co-operation.

4. Get your people involved in the planning and the implementation of any change.

5. If you do ask for input from your staff make sure you use some of their suggestions. If you ask for input and ignore any suggestions given you will stop the flow of participation dead in its tracks.

6. Provide adequate training and practice in any new procedures. This is required to develop a new comfort level and replace the old. It usually takes about four weeks to develop a new habit so provide adequate training with this in mind. Avoid giving a 4 hour seminar on a new procedure or technology and expecting everyone attending to be proficient afterwards one or two sessions. Invite them to tell you when they feel comfortable and confident with the new change.

7. Have a mentoring program set up until a new comfort and confidence level is achieved. Training the trainers and having them available and easily accessible is vital. Have your mentors offer tutorials on request.

8. Never assume that you as a CEO or managers have all the wisdom and insight on any issue. Remember that wisdom is cumulative and resides within the collective. When my wisdom and insights are additional to those of others we become wisdom and insight rich. This is when great things begin to happen.

9. Never rush into change. Look upon it as a process involving information, discussion and patience. When you give it time you get the results you want plus a strong commitment from your people.

10. Avoid the bandwagon. A lot of workplace change is initiated by a manager or supervisor getting excited about some new program or technology afterwards attending a conference. They return thinking they have found the motherload. Always study any new idea. Test drive it with a few willing volunteers and then make a decision as to whether you want to commit to full implementation based on their response to the test drive.

During a speech on workplace stress to a group of office workers recently I asked what the most stressful part of their job was. The vast majority said supervisors and managers who discover new software to make their jobs easier and just when they are getting used that new technology the same supervisors discover something else to make their jobs easier. It seems to be never ending. They also claimed that in-service on the new software took them away from their jobs and caused them to fall father and farther behind.

11. People are resistant to change and must be shown that any new way of doing things is going to make their lives less stressful and more enjoyable. Never forget that people are motivated by the search for pleasure and the avoidance of pain.

12. Affirm, appreciate and praise your employees often especially during the period of change implementation. Appreciation and praise are powerful human motivators.

13. Foster a climate of humor in the workplace. People working in a climate of humor and employment enjoyment are more flexible and open to change.

The only change people are comfortable with this the change that jingles in their pocket.

Want Employee Relations Articles delivered Via RSS? Simply click the XML icon above

You are currently viewing articles from - Home | Business | Human Resources | Employee Relations

You may also find these categories of interest: Medicine - Travel - Outdoors - Stock Market - Business - Finance - Business Opportunities and Diseases - Cookie Stuffing Script

Learn How To Interview Applicants - By :
Firing Employees and Increasing Your Productivity - By :
A Foolproof Termination Letter: Fire Your Employee Quickly And Easily - By :
Do You Recognize The 5 Early Warning Signs Of Employee Insubordination? - By :
An Employment Background Check Makes Sense - By :
The Worth of the Individual - By :
Why Hiring A DJ For Your Next Corporate Event Can Be A Slap In The Face - By :
Hire A Hypnotist For Convention Fun! - By :
Dangerous Employee Test Announced - By :
Is every Manager a Leader? - By :

Feel free to view the articles listed above, we found them similar to How to Implement Change in the Workplace Without Sending Your Staff to a Psychiatrist so they may also interest you, some are in the Employee Relations category or other subcategories.

Select a category to view what we have to offer!

Website Version