Originally published 20 December 2004. This article is retained from the tCI archive. Law, policy or practice may have changed since publication.
Change management is one of today's most pivotal and sought-after capabilities.
- Big Companies need it - for without significant change, firms that grew fat in protected markets can't survive when globalisation impacts their competitiveness.
- Governments are committed to it! The entire e-government programme and the so-called reform of public services are about changing ways of interacting with citizens.
- Even the voluntary and community sectors are having to change as they are called upon to deliver more and more public services, with major implications for their philosophy and management practices.
In all three cases, the stakes are high; failure to change means job losses or worse. Postponement of pain in the short-term, by ignoring the pressures to change, just leads to more damaging consequences later on.
Yet it is only human to resist change that threatens us. For individuals with families, mortgages, careers and aspirations, uncertainty is a big enemy, and only the gamblers are enthusiastic about taking a leap in the dark.
Consultation fixes few of these problems. But it can play an important part in helping people face up to problems and look for the most acceptable solutions.
Those who are best at change management have learnt that imposing unfavourable changes on staff or customers can be a recipe for disaster. But an honest consultation, explaining the issues and seeking views and preferred solutions has proved to be more successful. Staff feel valued - to the extent that they are asked their opinions. Management have the opportunity to persuade and motivate - and to provide the kind of leadership which positive change requires.
In 2005, the UK starts to implement the European Directive on Information and Consultation. Companies and other employers will need to make arrangements to comply with its provisions.
But by far the best reason to consult staff is the clear need to involve them properly if change is to be effectively managed.Alert your HR department to the need to prepare for the European Directive
- Attend the Institute Seminars on Employee Consultation
- Incorporate the Consultation Charter principles into the consultation processes used for engaging with your employees
This is the 18th Tuesday Topic; a full list of subjects covered is available for Institute members and is a valuable resource covering so many aspects of consultation and engagement