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Assignment focuses on the engaging employees in the change process and to benchmark the progress of a change initiative

Home, - Engaging Employees in The Change Process and Progress of a Change Initiative

Introduction

The rising competition amongst the business firms across the world has been encouraging them to implement changes within their organization that would aid them to maintain their competitive position in the global market and ensure further expansion of their corporate activities. However, implementation of change requires active participation of all the employees as the workforce of an organization are the foundation as well. Consequently, the change management team of the firm is required to adopt certain tactics and strategies that would ensure that all the employees are actively engaged with the change processes (Hackett& Liu, 2015). In the following discussion, the various tactics that can be utilized for engaging the workforce with the change processes, have been explored. Furthermore, the suitable use of benchmarks in the change processes have been discussed as well. 

Engaging Employees to Change Process

While implementing changes within an organization, it is crucial that all the employees are actively associated with the processes related to change and contribute significantly to the same. As per Quirke(2017), communicating a powerful change vision can actively encourage the workforce to participate with the change process and engage themselves in a positive manner. If the leaders of the change management are able to deliver the vision of change to the workforce, in an effective manner, they are motivated to participate in the same with equal enthusiasm. Hence, it is the responsibility of the leaders to appropriately encourage the human resources to engage themselves with the change processes. In addition, Cummings, Bridgman and Brown(2016) have also opined that the leaders should communicate the necessity of the change amongst the employees, prior to implementing the same. Furthermore, a frequent communication should also be maintained throughout the process, so that the employees are constantly motivated with the change processes. 

When the necessity for change is appropriately and constantly communicated amongst the workforce, they are encouraged to participate with the processes as they adopt the need for change as their own obligation.Sharif and Scandura (2014) have noted that employees can be actively encouraged to participate in the change process by constantly reinforcing and reminding them the necessity for the change prior to implementing it. In this manner, they are psychology empowered and are able to better adapt themselves with the change processes. Randomly initiating change within an organization confuses the workforce and therefore, they are unable to accept the same nor are they encouraged to engage themselves with the same. Georgalis, Samaratunge, Kimberley and Lu (2015), have opined that randomly implementing changes within organization, or not intimating them in advance about it might also lead to revolts amongst them.Cummings and Worley(2014) have suggested that employees can be encouraged to participate with the change processes by assigning them with individual responsibilities and accountabilities. In this manner, they feel more obligated to engage themselves with the change and ensure that the same is successfully implemented. 

As per the opinions of (Maheshwari and Vohra (2015), it is important to establish an effective change management team within the organization that would enlighten all the employees regarding the requirements of the change, allocate necessary responsibilities to the relevant individuals, as well as monitor every stage of the change process. In this manner, it shall be assured that all the employees are equally engaged with the change processes. The change management team shall also be responsible for communicating every aspect of change with the stakeholders and workforce, thereby keeping them motivated with their participation. 

Best use of Benchmarks in the Change Process

The process of change management is an intricate one and the management team is required to constantly monitor every stage and step, so as to ensure that it progresses efficiently and without any kind of hindrance. With the help of effective benchmarking system, suitable measurements associated with the change processes can be made, which will ensure the successful completion of the change implementation. Benching is nit a simple or quick process and therefore, strict guidelines are to be followed for the same (J.Pollack & R.Pollack, 2015). The major steps involved with benchmarking change processes can be listed as follows: 

• Understanding the gaps of the current process performance of the organization

• Obtaining approval and support from the executives of the leadership team

• Documenting the benchmarking objectives and scopes and keeping the same, updated

• Agreeing on the primary metrics of benchmarking

• Maintaining the metrices in written format

• Agreeing on what requires benchmarking 

• Developing plan for data collection 

• Identifying the research sources and initiating data gathering

• Designing screening survey that would assist with selection of partner

• Determining ways to contact and screen business firms

• Designing detailed survey for gathering information

• Conducting site visits

• Applying the learnings to the gaps of performances

• Communicating to the executive leaderships for ensuing the continued support

• Developing plan for recommended implementation, with the process owner

• Having knowledge regarding when to recalibrate and update (Cocks, 2014)

Following these stages, the benchmarking of the change process can be successfully implemented. It is therefore, important that the team associated with the plan of change processes follow the stages in an effective manner for benchmarking the important stages of the change processes. Furthermore, this would also ascertain that the implementation of the change process is completed successfully. 

Conclusion

Change management is an essential process and it is important to implement the same in an effective manner. Change is necessary for an organization to progress further in the competitive market and gain more advantage over their competitors. With the help of effective change management practices an organization is able to expand itself further and develop its businesses in a more efficient manner. However, it is also of vital significance that the employees of the firm are actively engaged with the change processes, failing to which the processes of change shall not be successful. Furthermore, suitable benchmarks should also be allocated for monitoring the process of change. The significance of these two factors have been suitably explored in the previous discussions. Hence, an organization should keep these under consideration while planning any change implementation process. 

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