Change is an ongoing process and, while useful, the measurement of key milestones is not the primary determinant of success in a change management initiative; a successful change means that staff members are able to adapt to and work effectively in the new environment / structure and the change is embedded in the organisation as usual practice.
If the change is not reinforced regularly once it has been implemented, there will be a preference to revert back to the 'old way' and the change process will not deliver the intended results.
Suggestions for managing the new situation
Once the implementation stage is concluded, it is critical that activities are in place to help with embedding and consolidating the changes; the timing and nature of these will vary according to the situation but ongoing communication between staff and management is essential.
Activities to embed and sustain the change may include:
- staff meetings to explain next steps and offer opportunity for discussions and questions
- team building sessions
- communications from management (includes regular feedback, team meetings, checking that staff members are clear about their roles and responsibilities, are workloads appropriate etc)
- a workshop on experiencing change
- planning days/sessions
- celebration and/or acknowledgement of successes/achievements/milestones
If there are staff leaving the organisation it is important that their contribution is recognised prior to departure and suitable farewells are arranged, according to their wishes.
ANU performance management framework
Individual contribution is important and should be recognised and actively managed because organisational change is only effective once change is adopted by individuals.
Where possible, create linkages to the performance management framework using existing templates and processes to ensure that employees have goals, actions and measures to reflect their contribution / role in achieving the change.
Incorporate any revised position descriptions into the Statement of Expectations and use the development plan incorporated in the Statement of Expectations to identify and track any developmental opportunities or needs.
Resources for sustaining and reinforcing change
The implementation stage of this toolkit lists some ANU resources and other reading materials which are available for those employees who are required to manage and implement change as well as for those who are experiencing change.
The Centre for Career Development in the HR Division have a wide variety of programs and resources that may be useful for more information please access the career development web pages.