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Washington and Lee University Supervisory Training Program. Dealing with Change Presented by Steven B. McClure Director of Human Resources. What are some major changes that have occurred in the last few years?. How was the change introduced?
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Dealing with Change
Steven B. McClure
Director of Human Resources
1. Why is change necessary?
2. What do employees really need to know?
3. How can you accelerate the acceptance of change?
4. What are some of the warning signs that supervisors should watch for during times of change?
5. What should you do if you see these warning signs?
7. What methods of communication should you use to let employees know about the changes that are about to occur?
8. How can you identify change leaders?
9. Why do employees fight the University’s effort to make changes?
10. What elements should be in your action plan for change?
1. The University is either moving forward or staying in place. Technology, regulations, efficiency, new programs and services all are reasons for implementing change in the University.
2. As many details as possible. The more open you are about imminent changes provides employees with a sense of confidence about the University and their future.
3. By overcoming your own resistance to change. Your attitude, motivation, and behavior toward the change is vital in setting the tone for others.
4. Look for missed deadlines, tardiness, expressed negativism, and low energy levels. Also be aware of employees leaving to work for other companies.
5. Speak privately with the employee, try to find some common goals. Make your change leader aware. Involve the employee with planning and implementing changes.
6. Possibly the change is not working out and needs to be revamped. You will only know this if you keep notes and evaluate the change.
7. Lunch time meetings, bulletin boards, newsletters, department websites, campus notices, open forums all are good communication tools.
8. Look at past change situations and who was involved.
9. Fear, uncertainty, and a loss of control. Some employees worry that their jobs will be diminished.
10. Aim and objectives of the change, how, who, the resources, the time scale, monitoring, and a measurement of how you will know if the change is successful.