Changes, How to Make Them By: Hubert Crowell On 2006-10-29
 
Change can be good or it can be bad, change of any kind good or bad has an effect on individuals. This effect is some times positive. However, most of the time it is negative. People naturally resist change and this resistance to the change cause's stress and then stress leads to other problems. If we work in an environment where change is occurring all the time, employees will be under constant stress, quality and quantity of production will be lower. We must make changes if we are to improve our operations. The challenge then becomes how do we make changes without creating stress in the work place.

A major change, like relocating a business or a total remodeling creates a lot of change at one time and this is not quite the same as when you make changes at an established work place. People are expecting changes when they move or remodel and they are prepared to cope with the stress that comes with it. With a major move it is the best time to make changes and most if not all companies change all the layout and procedures when making a move. I don't think you would ever see a move where everything was put in the same place and everyone conducted business exactly the same.

Changes at an established work place can be quite different and you can never know how it may affect different individuals. We are usually reluctant to discuss changes until we are ready to implement them, the person who comes up with the change is then fully prepared for the change and eager to get started. However the surprise to others may be more than they can handle.

Here are some simple guidelines that may help when implementing changes in the work place.

First comes the idea for a change, while the idea is fresh write down why the change is needed. Get it on paper or in the computer. There must always be a reason for a change and you should be able to fully explain the reason.

Next describe a plan on how the change will be implemented. Go into as much detail as you possibly can and in the process list all the people that will be affected by the change. Now arrange the list of individuals in the order by who will be most affected to who will be least affected. Try your best not to overlook anyone, the person you overlook will be the one that is upset the most and will oppose the change, if for no other reason for the simple fact that they were not consulted.

Start with the top of the list and meet one on one briefly just to feel them out about the possible change and try to get their input. At this point I would only discuss the why or reason for a change and not go into the details. Make this a casual meeting at the employee's work area and try not to make to big of an issue about it. Keep the first discussion short and let them know that you are just looking for input. Continue your discussions with each person until you have talked with everyone on your list.

Now take all the input you may have received and review the change you have written down as well as the plan for implementing it. You may be surprised at the results, make any improvements that are needed, then give yourself a few days to think it over. Think back over each of the discussions you had with the people involved. Were there any that seemed uncomfortable or ill at ease about the proposed change? Be very cautious and think about the reactions of each person when you approached the subject. Did you have anyone who did not respond and just listened? If so, then I would continue light discussions about the subject with that person until you get some feedback. If they disagree about any part, try to find out why. I would not proceed any further with the idea until you are sure that everyone involved is comfortable with the change.

Now you may want to have your first meeting about the possibly of making a change, first discuss the reason for a possible change and make it clear that you are still in the planing stage and that no decisions have been made. Seek comments from the group as a hold. Again be sure that everyone is still comfortable with the changes before you proceed. If you proceed with even a single person in disagreement discussions will occur behind you back and they may sway other workers to turn and hinder the success of the change.

Only after everyone is onboard should you start discussions on how to implement the changes and whom it will affect the most. Always be watchful for disapproval and always seek input. Allow plenty of time for others to absorb the proposed changes, it will take more time for them to become comfortable with it than it took for you to come up with the idea.

You should now be able to move ahead with the changes and hopefully have a more productive and comfortable work place.

After working in service for 23 years with Eastman Kodak Company as a service person, technical support and training specialist, followed by another 13 years working for other companies in the service field, I have decided to share my ideals on improving the service department. I would like to thank Jack Ingram, my supervisor at Eastman Kodak Company for the encouragement and guidance until his retirement. I would also like to thank Barco Projection Systems and all the great employees that worked with me for the last seven years before I retired.

For complete paper on The Service Department, Please visit my web site at:

hucosystems.com

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