Hi all friends,
This is Ankit from a mid-sized broking firm. I have just started my career as an HR executive in a non-existing HR firm. I would like to seek advice on how to proceed with the top management asking for changes in their system, ranging from office culture to developing a level of hierarchy in their organization.
I am eagerly awaiting your reply.
Thanks and regards,
Ankit
From India, Pune
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3This is Ankit from a mid-sized broking firm. I have just started my career as an HR executive in a non-existing HR firm. I would like to seek advice on how to proceed with the top management asking for changes in their system, ranging from office culture to developing a level of hierarchy in their organization.
I am eagerly awaiting your reply.
Thanks and regards,
Ankit
From India, Pune
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Hi Ankit,
Start by analyzing the current ongoing process. Study it and focus on one area at a time to work on. For example, in the case of a change in the environment, try to understand the mindset of the people working in the organization. Then, identify the type of changes they are willing to accept. You need to empathize with them and work at their level. Once you understand the mindset of the people, you can determine what strategies will be effective.
Implement changes subtly, meaning start with what people like before introducing changes that they may find challenging. Take a gradual and systematic approach, moving step by step through different areas.
Ensure that the changes are implemented smoothly and considerately, respecting the preferences and comfort levels of the individuals involved. By understanding and addressing the needs and concerns of the people, you can successfully introduce and execute changes within the organization.
Kind regards,
[Your Name]
From India, Vadodara
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Start by analyzing the current ongoing process. Study it and focus on one area at a time to work on. For example, in the case of a change in the environment, try to understand the mindset of the people working in the organization. Then, identify the type of changes they are willing to accept. You need to empathize with them and work at their level. Once you understand the mindset of the people, you can determine what strategies will be effective.
Implement changes subtly, meaning start with what people like before introducing changes that they may find challenging. Take a gradual and systematic approach, moving step by step through different areas.
Ensure that the changes are implemented smoothly and considerately, respecting the preferences and comfort levels of the individuals involved. By understanding and addressing the needs and concerns of the people, you can successfully introduce and execute changes within the organization.
Kind regards,
[Your Name]
From India, Vadodara
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Hello Ankit. Just a couple of things. Try not to do too much at once. Make your projects manageable and get some wins on the board before you tackle the really big changes.
As for convincing top management, do your research, ask people what they think of the current systems, and above all, show top management in concrete terms how your proposed changes will benefit the organization. I wish you the best.
Les Allan
Author: Managing Change in the Workplace
Website: www.businessperform.com
From Australia, Glen Waverley
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As for convincing top management, do your research, ask people what they think of the current systems, and above all, show top management in concrete terms how your proposed changes will benefit the organization. I wish you the best.
Les Allan
Author: Managing Change in the Workplace
Website: www.businessperform.com
From Australia, Glen Waverley
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Hi Allan,
Thank you very much for your reply. I understand how tough it is to convince the top management when implementing changes within the organization. There is always internal conflict between the employer and the employees, but I am trying my best. Let's hope everything works out well.
Regards,
Ankit
From India, Pune
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Thank you very much for your reply. I understand how tough it is to convince the top management when implementing changes within the organization. There is always internal conflict between the employer and the employees, but I am trying my best. Let's hope everything works out well.
Regards,
Ankit
From India, Pune
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Hi Alan So you are the director of business performance good to hear a valued reply on my topic posted. Do you have any branches or offices in India? waiting eagerly for your reply. Regards Ankit
From India, Pune
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From India, Pune
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Hello Ankit. We do not have an office in India. However, we do provide coaching services by email and telephone to clients overseas. There is more info on our management and HR coaching at http://www.businessperform.com/html/..._services.html.
I suppose this is the wonder of modern technology: the ability to connect people from different time zones and different cultures. A lot like this valuable forum. I also contribute to a couple of USA forums, so try to keep abreast of what is happening around the world from people who are working on the ground.
Les Allan
Author: From Training to Enhanced Workplace Performance
http://www.businessperform.com
From Australia, Glen Waverley
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I suppose this is the wonder of modern technology: the ability to connect people from different time zones and different cultures. A lot like this valuable forum. I also contribute to a couple of USA forums, so try to keep abreast of what is happening around the world from people who are working on the ground.
Les Allan
Author: From Training to Enhanced Workplace Performance
http://www.businessperform.com
From Australia, Glen Waverley
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Dear Ankit, May be following documents help you out... Regards, Shailendra
From India, Pune
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From India, Pune
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Hi Shailesh,
Thank you for the documents. I have also reposted the book "What the Best CEOs Know" on the front page, hoping all our HR friends find it easy to locate it.
Thank you again.
Regards,
Ankit
From India, Pune
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Thank you for the documents. I have also reposted the book "What the Best CEOs Know" on the front page, hoping all our HR friends find it easy to locate it.
Thank you again.
Regards,
Ankit
From India, Pune
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Dear Ankit,
I think first you should reason out why the management wants a change. Is the current system not yielding the required results, or is it proactive? I feel culture change is something very difficult to achieve and sustain unless there is an awareness among all employees about the culture change and commitment from all quarters. There are a lot of sacrifices to be made by almost everybody who is party to it. Unless you reason it out, it's difficult to bring about culture change.
Neeraja
From India, Mumbai
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I think first you should reason out why the management wants a change. Is the current system not yielding the required results, or is it proactive? I feel culture change is something very difficult to achieve and sustain unless there is an awareness among all employees about the culture change and commitment from all quarters. There are a lot of sacrifices to be made by almost everybody who is party to it. Unless you reason it out, it's difficult to bring about culture change.
Neeraja
From India, Mumbai
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Ankit, have you had a look at the change management section of our website at http://www.businessperform.com/html/...anagement.html? It has a few tips and resources on how to bring about lasting change.
Les Allan
Author: Managing Change in the Workplace
http://www.businessperform.com
From Australia, Glen Waverley
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Les Allan
Author: Managing Change in the Workplace
http://www.businessperform.com
From Australia, Glen Waverley
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Change Management.ppt