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Resisting the dynamic force of change can spell financial disaster. Companies today have to cope with diverse forms of change triggered by a multitude of factors in national and international markets. They have to react quickly and flexibly if they are to survive. This is easier said than done, because changes in strategy, market repositioning, industrial redefinition, mergers, reorganisation or spinning off whole manufacturing units entail cost-cutting decisions, downsizing or staff restructuring.
News of such changes can be unsettling, unleashing a flurry of fear in the face of new situations, anxiety about team changes or deep concern about individual livelihoods. Motivation, productivity and efficiency go overboard. The transformation in the hearts and minds of the staff has to be carefully steered. As decision-makers, you are key drivers of corporate change. You also ensure that the people who breathe life into these processes are integrated and informed.
Ultimately, the aim of sustainable HR change management is to maintain the company's product line, output and services throughout the change process and to restore the productivity, efficiency and creativity of the entire organisation as rapidly as possible - in the interests of all employees and to make sure you get the desired results.
Change can only be successful if all employees support the new course - both rationally and emotionally. Professional communications and in-process interventions that appeal on the emotional level are therefore critical levers in the HR change process. Actively shaping change means reaching out to "anxious" employees in good time, bringing them back on board and securing their allegiance to the new course. It also means satisfying employees' thirst for information and their need to communicate, while effectively tackling resistance throughout the entire change process. Employees should
When this happens, rejection and resistance turn into drive and performance capability, and the company can attain the defined change objectives.
All change takes time. To ensure that it can be carried out sustainably, consistently and within the planned timeframe, the change must take on an identity of its own that becomes part and parcel of corporate processes and culture. We elevate change to a participatory experience - brought about with and for the people involved. We structure, organise and steer the entire HR change project for you using tried-and-tested project management techniques, integrating all in-house stakeholders, the corporate communications unit and employee representatives. To this end, we develop a script for change and a communications concept geared to the individual needs of the company. By establishing a strategic steering committee and a project team comprising company representatives and SKP consultants, we ensure that the individual stages of the script unfold on cue, right through to its conclusion.
Successful change management is all about people. Contact us to make your HR change projects work.
For further information about our products have a look at our brochures in the download area.