order to make the change complete. 4. EXPLAIN THE BENEFITS Show how the change will benefit the employees. When employees see the benefits it gives them an incentive to help implement the new way. Explain that the new way will eliminate complaints regarding the old way. 5. IDENTIFY A CHAMPION When appropriate, identify a highly respected manager who will head the change effort. If the change is big enough, a Transistor Management Team may be established. Others who may not be in management but are respected as leaders may be part of this team. 6. OBTAIN INPUT Allow persons affected by the change to offer their input and to express their needs. Show how their ideas have been incorporated. The more employees think they have a say in the change, the more support the change will have. Use employees as a resource. They will have a wealth of ideas that will help the change go smoothly. Empowered employees are committed employees. 7. BE AWARE OF TIMING Make sure that the change does not interfere with any other important happenings. For example, doing inventory in a retail store on the day after Thanksgiving. Most businesses have certain times of the year that change cannot be done. These times should be avoided. 8. MAINTAIN JOB SECURITY Where feasible, employees job security should be maintained. If jobs must be eliminated, explain the process of how these decisions will be made. For example, seniority, performance, etc. The greatest enemy to change is fear. Employees fears must be diffused. 9. PROVIDE TRAINING Training or retraining must be made available to those employees who will need new skills. Training will make employees feel competent and confident in the new way. The new skills will make employees more valuable to the organization and other firms. 10. PROCEED AT A MANAGEABLE PACE Employees require time to acclimate. If change is not rushed and is done at a manageable rate, it does not become threatening to employees. Very often the...
