Do's and Don't's of Organizational Transformation
Jamie Allison, from epitome HR, tells HRM TV how organizations can improve how they approach change and transformation.
Video transcript below:
Caitlin Nobes, HRM Online
Caitlin Nobes: How can you transform your organisation to adapt to change and meet business goals? I’m Caitlin Nobes for HRM TV.
The first step in any organisational or culture change is to know what you want to achieve. Be thorough in deciding what goals you want to reach and how you will approach them.
Jamie Allison, Epitome HR
Jamie Allison: And I think the organisations that do it really well don’t just jump automatically into okay we are going to transform or we are going to do a bunch of change. Instead look at it a little more methodically and the way I like to do it is look at, get a group the other end and kind to see where are we today and then map out what’s our ideal state. What do we want to look like by the time we have done the change. You have to think of it in a business strategy kind of way and so a lot of organisations now are looking at, you know what is that ideal state and then you map that into an action plan and I think a lot of organisations will make that a little too beefy and instead it’s you know what are the main things we really have to do in order to transform our service to the organisation and ultimately the organisation.
Caitlin Nobes: Once you have your vision, it’s time to assemble your team and communicate with key stakeholders. Who needs to be involved and informed about the change and how will they be affected? The most important thing in any change process is communicating with employees, then the clients and other stakeholders.
James Allison: Nobody likes things done to them, they like to be involved and I think one of the main things that is a problem is where people just automatically think that, you know I am going to change this what we are going to do and that will work and it will fail almost every time if you do it that way. The other one is not communicating and they are connected but really it’s not making sure that people understand that they get ongoing communication because it usually takes about 11 times to hear something from an employee standpoint for them really to get it and so you have to make sure that even though you know where we are going, it’s going to take you a while to get everybody on board with where you are going.
Caitlin Nobes: Be prepared to adapt quickly if need be, but align your change with business strategies, so you are not just changing for the sake of it. I’m Caitlin Nobes, thanks for watching HRM TV.