How to face the problems encountered in change management and introduce change spokespersons?
Change spokesmen are often called consultants. From the above analysis, we already know that in the process of change, some employees think that the motivation of change is subjective, and they think that change is for the authorities to better seek personal gain. There are also some employees who have limited ability to initiate change and cannot effectively implement it. The introduction of change spokesperson can solve the above problems well. On the one hand, consultants are usually composed of some external experts, whose knowledge and ability are beyond doubt. On the other hand, because the change spokesperson comes from a third party, he can usually objectively understand the problems faced by the enterprise and find the solutions correctly.
The human resources of enterprises should serve for organizational change.
The personality of employees is closely related to their attitude towards change. Therefore, enterprises should introduce psychological leveling in the recruitment process, and recruit some employees with strong adaptability and dare to accept challenges through leveling. Secondly, in the process of organizational change, enterprises should strengthen the training of employees, improve their knowledge and skills, and make the quality of human resources and enterprise change advance simultaneously. Thirdly, in the daily operation of enterprises, enterprises should establish collectivism culture, cultivate employees' sense of belonging to the organization, and form a corporate culture that is willing to share joys and sorrows with enterprises.
Cultivate enterprise spiritual leaders.
In the process of enterprise reform, if the enterprise has a strong leader, the resistance to change will be relatively small. Because the spiritual leaders of enterprises usually have excellent personality charm and excellent work performance. Therefore, if they initiate change, the resistance to change will be very small. Of course, objectively speaking, cultivating spiritual leaders in enterprises is not necessarily a good thing, but it can really have an immediate effect in the process of organizational change.
Appropriate use of incentives.
Proper use of incentives in the process of organizational change will achieve unexpected results. On the one hand, enterprises can improve employees' wages and benefits in the process of implementing changes, so that employees can feel the benefits and hopes of changes. On the other hand, enterprises can reuse some employees, stabilize key employees, eliminate their worries and let them work for the enterprise with peace of mind.
Use force field analysis.
The force field analysis was put forward by Lei Wen in 195 1. He believes that change is a dynamic equilibrium state of various forces in opposite directions. For a change, there are both the driving force and the resistance within the enterprise. People should find a breakthrough by analyzing the driving force and resistance of change.
Strengthen communication with employees, so that employees can understand the significance of change.
Before the implementation of the change, enterprise decision makers should establish a sense of crisis, let employees realize the urgency of the change, let employees know the benefits of the change to the organization and themselves, and provide relevant information of the change in time, clarify all kinds of rumors of the change, and create a good atmosphere for the change. In the process of implementing the change, employees should understand the implementation plan of the change, listen to their opinions and suggestions as much as possible, and let employees participate in the change. At the same time, enterprises should always pay attention to the psychological changes of employees, communicate with employees in time, and make some commitments at the appropriate time to eliminate employees' psychological concerns.