In a market economy, only those who are able to quickly adapt to new circumstances and requirements survive. Organizational change management is key to achieving your goals in the shortest possible time. Unfortunately, due to the fact that business in Russia appeared relatively recently, many entrepreneurs prefer to achieve maximum stability, forgetting about the benefits and new opportunities. According to statistics, precisely because of this indecision, 9 out of 10 firms have been closed for 5 years, and after all, success lies precisely in adapting to new conditions.
Changes in the organization - the process is very laborious, especially if the staff has more than 10 people who have been working since the opening of the enterprise. The greater complexity is brought not so much by technical equipment or training, but by a psychological factor. In the process of many years of work, a person already develops his habits, affections and weaknesses, he creates a so-called
comfort zone around himself
. The new standards, rules, and operating modes simply knock some out of the rut, reducing work efficiency for a long time. Therefore, the management of organizational change includes many aspects, including psychological ones, which allow, in the shortest possible time, to return productivity to the same level as it was before the introduction of innovations.
According to the scientific definition, organizational change management is a system of actions and approaches to transfer organizations or structural units from the current situation to the desired future. Having its own characteristics and specifics, it is still recognized as dependent on the basic science of management, subject to its general laws and rules.
As mentioned earlier, the process of change is very difficult and lengthy, at the final stage it can lead to an even more deplorable state of things at the enterprise. To reduce risks, in the mid-twentieth century, the main stages of
the management process were developed:
- Defrosting. At the first stage, the need for change is substantiated and, when approved, interest in it is stimulated. At the second stage, preparatory work begins to begin the process.
- Traffic. Here is only one step, which is aimed at implementing changes and their successful implementation.
- Fastening changes.
The first step is to evaluate the work done and correct the result, if any. The final stage, covering the entire project, is to fix the experience gained. Unfortunately, among our entrepreneurs there are only a few such leaders. If the experience is unsuccessful, then they do not want to talk about it at all, while the successful one is often taken for granted in connection with the painstaking work done. But a documented process with subsequent analysis can not only save your time in the future, but also save the most valuable thing - experience, even if the project manager leaves your company.
As you can see, organizational change management is a global process with many nuances. Therefore, businessmen reduce risks from consequences to zero, turning to specialized offices, but here you need to be careful. Recent studies have shown that only 22% of the total number of organizations in the market are truly competent in these matters and have rich experience.