Procedures of change management.-Step One.

Change management procedures.-This contains a structured approach that guide organisation through change ensuring smooth adoption and minimizing resistance. And this starts with

Step one

Identification of need for change.

To identify a need for change within the organisation, you need to identify the problem area, what problem is the organisation facing. This could be anything from lack of career development, inadequate benefits and compensation, poor management and leadership practices leading to high turnover rate-. Based on above, you will know that the organisation has problem that need to be addressed. Take time to analyse the organisation to know the area where the problem is coming from. One of the best ways to achieve this is to ask feedback from exiting employees by giving them exit evaluation form to fill, with questions like what are the strength and the weakness of the organisation, describe your relationship with your supervisor(s) and co-workers etc.-, these question may help you find out what problems the employees are facing in the organisation.-you can also launch a monkey survey- where you generate a survey link to seek employee feedback on certain attributes e.g. management style, condition of the organisation etc.

Let’s take a case of an organization where there is poor management and leadership practice that leads to high turnover rate.

At this point the problem is identified as poor management and leadership practice that has resulted to the high turnover rate due to poor relationships between employees and supervisors- and the reason behind the poor relationships between the employees and the supervisor is due to poor communication and transparency where the managers are not clearly letting the employees know what is expected out of them-leading to confusion, frustration, low morale and waste of effort,-you may find that an employee will complete a specific task that is assigned to the employee by the manager but after the completion of the task, the manager will change and come with different task please work on this. The first one is no long needed and I need this work done quietly. Or withholding important information from the employee about the employee performance, –

Let’s look at the case of John and his supervisor, John was a finance officer supervised by a finance manager and based on his job description one of his important task is Ensuring adherence to financial regulations, Donors regulation, accounting standards, and internal policies., so all the finance files from the field offices are audited by John to ensure that, documents are complete, right codes are coded, advance taken by employee are liquidated within the expected period and John has been working productively according to him for the past two quarter and has not received any feedback from his supervisor about underperforming in the specific area about employees adherence to financial regulation and internal police.  During their annual finance meeting, the manager was asked to mention the area where he has seen that his department is  under performing and need support from the senior management to intervene, and among the list given, he mention the role of adherence to financial regulations, accounting standards, donor regulation and internal policies saying the area need strong support due to wrong placement of donors code, you can find  activities for GX001 is being given the code of JX001, the liquidation documents are always incomplete which is an issues that need to be looked at.-John was surprised and worked to the manager office and asked him, what is going on?, the information I got from the annual report meeting is different from my performance appraisal is there something that you are hiding from me that I need to know? they started exchanging words as soon as the operation manager heard of the words coming from the finance manager’s office, he intervene and both went quiet., John came out of the manager’s office, walk direct to his desk, after some minutes he handed over immediate resignation letter indicating clearly that as of today, I am no longer the employee of this organization.-Here there is a clear indication that there is poor management and leadership practices that the organization need to look at and change. (Step two to follow)