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5 Considerations for Organizational Change Management

A systematic approach to organizational change management is helpful when a change requires the employees throughout an organization to learn new skills and behaviors. By setting expectations, employing tools to improve communication, and actively seeking ways to reduce misinformation, all parties are more likely to accept and buy into a change; as well as, remain committed to the changes with minimal discomfort associated with it.

Organizational change management can be a difficult process for both the employees and the employers. To ease in the changes, consider the following:

  • Agreement on a common vision for change, without any competing initiatives. Leadership must repeat the goal and vision multiple times to paint a clear picture for everyone.
  • Strong executive leadership to communicate the vision and sell the business case for the proposed change.
  • Developing a strategy for educating employees about how their day-to-day work will be affected.
  • A firm plan on how to measure whether or not the change was successful, and follow-up plans for both successful and failed results.
  • Both monetary and social rewards should be awarded to encourage individuals and groups to take ownership of their new roles and responsibilities.
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Erin Woulfe
Erin Woulfe
Erin Woulfe likes to write about things that matter. Keeping her finger on the pulse of what’s happening in the public sector world, she blogs about the latest legislative news and employee benefit trends that affect our school, city and county clients. She’s been with NIS since 2002. “I love connecting to our clients and providing them with the tools they need in order to administrate their plan,” says Erin. “Whether that be materials to educate their employees on certain benefits, how to effectively communicate change within an organization or just providing tips and how-to’s to help them make their job easier.”

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