Persuasion As an Organizational Change Management Strategy


Workplace change often affects employees in different ways. This can affect employees in different ways:

* Worker engagement: When appropriate, communication about workplace change, as well as other workforce issues, should be included in your communication plan. This is particularly true during the summer months when vacations are popular. Sometimes, though, workers may be unaware of their rights in a specific situation, which may lead to legal action. In this case, you want your workplace communication plan to be comprehensive and transparent so that your team members know their legal rights and how to protect them. It is also essential to engage your staff in communication about the workplace change to remain apprised of what is going on within the company.

* HR involvement: In some workplaces, human resources do not fully participate in the workplace change. This can lead to miscommunication between staff and human resources people, including them. In some instances, this communication breakdown can be as simple as a lack of communication between the leader and human resources. If leaders do not communicate with their departments, they may not be aware of issues that could potentially affect their employees. By involving your staff and human resources in workplace change, you can avoid communication problems and address them before they get out of hand.

* Lowering productivity: One of the effects of managing workplace change is that it can lead to lower productivity. The nature of management changes means that a variety of processes need to be followed to implement changes and change them into practical solutions. Communication between the employees and between the leaders and managers may be hindered. As a result, some employees may take the opportunity to voice their opinions or improve processes to make themselves more valuable to their departments. This can result in lower productivity and, in some cases, even an inability to implement the changes.

* Lack of participation and engagement by human resources: Even when leaders actively participate in workplace change, they may not be as involved and engaged in the process as their employees. E-Waste Sometimes, human resources professionals who are new to the department may not know how to involve leaders in the change process appropriately. In addition, other times, human resources workers can be overburdened with too much to do and too few resources to give to a particular department. By providing proper training, human resources workers can better fulfill their roles and help their employers achieve the desirable outcomes from workplace change.

* Offering Incentives: When businesses implement workplace change, they often look to employees for support and buy-in. Human resources professionals know that when employees are happy and are engaged in the process, they will be more likely to get things done. Thus, many businesses choose to offer incentives to employees who take part in organizational change initiatives. Some companies pay bonuses or provide other types of incentives for workers who take part. Others simply give gifts to employees who have success stories during the implementation stage. By offering rewards and other incentives, managers can motivate people to get involved and show their commitment to the organization.

* Changing Employee Engagement: Organizations also need to change how they treat employees who are already part of the workforce. The way an employee is treated can directly impact how much they like their work environment. A survey conducted by McKinsey revealed that 75 percent of companies surveyed feel that there is a negative impact on their workplace design or operations. These practices include physical and sexual harassment, creating new work environments that do not suit an employee’s personality or interests, and making the workplace inaccessible to specific groups of people. These practices create a Boon for Organizational Change Management that can reduce employee attrition and create a better working environment for everyone.

The strategies mentioned above can be effective in workplace transformation efforts. Organizational leaders must be skilled at developing and deploying these strategies to deal with human behavior change effectively. In addition, leaders must be skilled at knowing when to back off and when to pursue change because of the influence of persuasion. Changing a business environment from one that is not aligned with human behavior to one that is aligned with human behavior requires skill, leadership, and discipline.