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Procedures of change management-Step Two.

Determine what need to be changed

In addressing the issues related to poor management and leadership’s practice, the organization needs to first determine what need to be changed. Based on Identification of need for change, the organization has identified poor management and leadership practice that the organization has, and this needs to be changed to resolve the problem of high turnover rate.

The organization has to conduct a need analysis exercise to be able to identify what to change. –and this can be done by evaluating the performance of the leadership team to be able to identify the gap that is existing,- one need to focus on specific things like, leadership’s skills, communication skills and cultures of accountability and feedback. And you can use tools like 360-degree to assess managers’ strengths and weaknesses against core competencies. For communication skills, observe the communication outlines to identify poor listening, unclear messaging or lack of transparency from the leaderships, strategic direction, assess if goals are unclear or if leadership lacks strategic thinking.

Based on this case, the finding was that the leadership in that specific organization lacks communication skills due to lack of transparency and unclear messaging. Providing subordinates with unclear messaging of the work to be done and not giving their subordinate accurate and honest feedback -leading to confusion, frustration, low morale and waste of effort. This was the reason behind the high turnover rate.

Assessment

These are the specific communication challenges observed. Based on the used tools, 360 degree assessment, and observation technique.

Lack of clear direction: based on the interviews and online survey, the peers, subordinates and supervisors reviled that managers struggle to communicate clear vision, leading to confusion about priorities and overall departmental objectives.- An employee mentions, he was tasked to perform detail audit on the entire supplies under GXY002 project, and must finish the exercise within two days. On the second day in the morning, he was asked to stop the audit under GXY002 and considerate on the offloading of the new supplies that arrived two days ago.

Ineffective feedback provision: “The managers feedbacks are often not open. As a result, employees are becoming disconnected and feel their efforts are not valued. Like the case of John, the feedback on his performance appraisal is different from the feedback he got from the finance annual report.

Low Transparency: Employees report that managers fail to communicate transparently, especially during project kick off meetings. Some of the project activities are not shared with them, and they are always taken by surprise when a project is coming to an end-leading to frustration.- An employee mentions of a case where three positions were vacant under a project that is closing in two months, and he was asked to fill the positions within two weeks.

Poor and inactive listening: Observations in team meetings confirmed that managers often interrupt employees and fail to ask clarification, resulting in misunderstandings and perceived concern. An employee was raising a concern on how to report a concern. Before she could complete her statement, his line manager stopped her immediately, telling her you always come with unfamiliar concern which is not part of this meeting.

Gab analysis and the root course.

Further analysis revealed that the main reason is a lack of formal training on soft skills like empathetic communication, as many managers were promoted based on their technical skill. (Step three to follow)

138 thoughts on “Procedures of change management-Step Two.”

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