Monday, November 26, 2012

Innovation and Change

Innovation brings in change, value, success, enabling organisations to align with changing business paradox. Innovation becomes imperative to cope with the situational demand, for keeping the business agile, to improve productivity and cost, to get return on investment and add value to the customers. Organisations skilled in innovation are early winners as they can conceive the need for a change in early stages and make things happen distinctively. In a dynamic and effervescent environment of change and innovation, HR’s role in facilitating the transition becomes important.

During the gestation of current state and innovation, chances of getting in redundancy are high. Organisations need to identify the skill gaps, understand training needs and quickly implement programmes to enable the employee to come onboard, ramp-up and get motivated to move on. Taking employees along, empathising with them, simplifying and clarifying their thoughts and facilitating them to sense and value the new is the key to carry a change successfully.

Managing change by a process-oriented approach

Things that organisations need to practice to involve staff in the process of change and innovation include:
• Using the 3Cs (Communication, Communication & Communication) effectively, i.e. communicating the change process through multiple channels.
• Provide the employees with information, tools, and other resources for an easy transition.
• Organisations need to look at the volunteers and sponsors within the work groups to gain the buy-in and smooth execution.
• Identify star advocates in each work group.
• Use rewards and recognition to facilitate the change process among employees.
• Continuously plan ahead on how to handle resistance to change by identifying natural restraining elements and ways to overcome them.
• Monitor and effectively manage change lethargy by constantly keeping employees motivated. Read more...
Posted by at
Labels: , , , , ,