Organizational change is a complex process, it can be stressful and very difficult and requires careful planning and execution. I have observed a lot of changes over the last few years, however, the one that has stuck with me is the change from paper documentation to Electronic Health Records (EHR). It felt like doomsday for me, there was no way I could learn this new system. In my head, these people were trying to get us, they needed to come up with a plan to fire us . Then suddenly, our employer came out with a better strategy to help make the process more comfortable and it provided us with clarity.

Conference/Meeting

Leadership must create an environment in which people accept the need for change and commit physical and psychological energy to it. Motivation is a critical issue in starting change because ample evidence indicates that people and organizations seek to preserve the status quo and are willing to change only when there are compelling reasons to do so (Cumming &Worley, 2015). Meetings and conferences were held for a week and on different shifts. Management was able to explain the why of the change and staff was able to express their fears and have clarity as to why this change was needed and how it would benefit everyone.

Visual Boards /Road map

Visual management tools, such as performance walls or dashboards, can promote awareness of, and alignment with an organization's vision and culture ( Glegg et al., 2019). We had visual boards all through the facility showing how the process would be carried out and the road map to its completion date. It was very interactive, with questions and answers. Emails and texts were also sent out periodically, providing reminders for training and conferences for those who still needed clarity.

Training

Cumming & Worley (2015) stated employee involvement contributes to organizational effectiveness only to the extent that employees have the requisite skills and knowledge to make good decisions. Moreover, organizations can facilitate employee involvement by providing training and development programs for improving members' knowledge and skills. The training sessions enabled us to become more comfortable with the system. As we learned, we were able to quickly adapt, and benefit from the change, thus making it easier to accept the change.

Lastly, these tools were very effective because not only were we engaged in the process, we were provided with adequate training and information regarding risks and benefits.It is important to ensure that stakeholders are engaged in the process and their feedback is taken into consideration to ensure a successful outcome. When employers create a culture of change and involve employees in the process, it becomes a cultural phenomenon where employees are encouraged and motivated to embrace change. Moreover, providing resources and training ensures stakeholders have the necessary information and skills to successfully manage a change.

References:

Cumming, T. G., & Worley, C. G. (2015). Organization development and change (10th ed.). Boston, MA: Cengage Learning. ISBN-13: 9788131531679.

Glegg, S. M., Ryce, A., & Brownlee, K. (2019). A visual management tool for program planning, project management, and evaluation in pediatric health care. Evaluation and program planning, 72, 16-23. https://doi.org/10.1016/j.evalprogplan.2018.09.005

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FYI, this is the question of this answer: Reflect on a change implementation you have witnessed. Describe the type of communication that was used throughout the change implementation. Was this effective? Why or why not?