Friday, December 03, 2010

Oh, change? Not again….

“We don’t know what actually happening in the organization!”
“It’s ok but how to do this? I have no clue?”
“What’s about me? Should I look for another job?”
“Oh, again new management fad!”
“This organization is so dynamic, that before we get comfortable to the change, another change comes!”
“Our MD/chairman/CEO must have met another company MD/chairman/CEO in party/flight and must have got this idea.”

Have you encountered with similar reactions? It happens in every organization. The change is vital. We all know and discussed a lot on change. Every qualified person has accepted the fact that nothing is constant. However when I see the implementation of such changes, the human factor is ignored. Sometimes, the main reason for high attrition is such changes. In fact if changes are not managed well, it may lead to the fear and this fear may lead to the job change.

After all, change matters more to the people rather than technology, machines and projects. Organizations which are going through the change due to economic boom, or recession, or technology can not ignore the Human factor associated with the change. Every change effort resolves around people. Every quality system, including TPM, TQM or six -sigma speaks about motivation and people development. This key factor categorically is not given due importance.  People’s involvement is MUST for implementing the new systems and technologies. People are initiator, catalysts and carriers of new initiatives.

The challenge is how to handle this involvement? Whenever I work on any project, I precisely try to work on following factors.
1)      Direction and Instructions: People need direction. I agree that they are self motivated, but you need to tell them what to do. You may have the discussion on how to do, but at large level, if not working you need to tell them how to do also. Choosing right people and giving clear directions through vision, mission statements, balanced scorecards help a lot to align them towards the organizational goals. People prefer to work with a clear direction in mind; and, when people are aligned, decisions are faster, easier and effective. You should find out your ways to keep people well directed.
2)      Communication and Branding: Communication and branding are vital issues. These factors help to parlay the scope of initiative. Lot of scope is there to improve on when we speak about communication. It involves spreading information across the organization.  While implementing balanced scorecard, I used the teaser campaign. Creating, Spreading, Sharing (the information) and branding the initiative will keep people engaged and motivated. People will be more interested to understand ‘what is in it for me (WIIIFM)”.  You need to show them “what is in it for them”. 
3)      Delegation & Authority: Each system pushes authority or power downward for better decision making. Pushing power- downwards to the grass root level greatly increases innovation, motivation, quality, and productivity. If not possible, sharing the authority in limited way may make some sense. But you should ensure that you push the power along with responsibilities.   
4)      Organizational Life: We call it culture also. Create the life vibrant and energetic in the organization. The belief and way of working can be changed and created.  

These all factors are interlinked to each other. If you work on this you will lead towards your desired goals. After all, a person who walks with his legs reaches his destination; but a person who walks with his brain reaches his destiny.

(Change: I refer here change as implementation of anything from large technical up-gradation, rationalization, quality programmes to small initiatives which has effect, positive or negative, on people in the organization.)           


Anonymous said...

Good insight. Relevent write up.

Vaishali Pargaonkar (Gandhi) said...

Very well put up!

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