Manage Organizational Structure Change
How to Manage Change in Organizational Structure: Managing change in your company could be challenging. For change to be successful – you should create feeling of assurance that change will be positive for everyone. This includes employees and all other stakeholders. When you will be managing change from older organizational structure to a brand new organizational structure, you could take specific steps to assist the full organization throughout the change without interrupting business as usual.
Efficient change in business structure requires a number of different types of managers. Between them there will be the manager that starts the concept of change and points out the need for change. Next, the type of manager that directs the change. Next, the manager that rallies the organization to support the company change and also the manager who is accountable for looking at the change and making sure everything works as planned. It’s feasible for one individual to have numerous managerial roles and positions, however those positions should be outlined prior to the change could begin.
Organizational change could only be effective when the organization feels that the change should be created. The primary steps in organizational change include creating the new image or position for the organization that shows important need for change. This will prevent any potential negative implications.
The change team will need to consist of managers types as explained earlier and any other employees required to make the change take place. Hire employees coming from most parts of the organization. This will ensure that employees could see most divisions take part in the change.
The change plan must be put together in a way that everybody understands what plan and strategy to stick to. The change plan will need to describe why change will be created and what the organization would look like once the change from older organizational structure towards the new one will be completed. This type of organizational structure change plan will need to lay out new structure and explain how existing employees would match the new roles.
You can’t get support from everyone. Nevertheless, the organization needs certain agreement on change. Present the plan to different divisions and try to get input from everyone. Evaluate the ideas and make any required changes and modifications.
When developing the final change plan, the change team will need to carefully think about the employee insight and also the executive mission. Develop a plan describing the way the change would happen, how it would impact every department and also the time schedule and milestones for change. The team will need to show the plan with assurance, and also it should be clear for employees to know the mission and of course buy in to it.
Determine resources which might be at risk and build a plan early in the process. It might mean allowing certain employees to go, recruiting new employees for the vacancies defined by the change plan, and adjusting the existing office area and space.
Management reports, dashboards and scorecards in Excel:
Track the progress of your change by each milestone developed throughout the planning stage. Identify the top management metrics and track them on a continuous basis. See examples of excel management dashboards
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