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What is Organizational Change Management?

What is Organizational Change Management?
Today’s leaders around the world cite culture and employee engagement as one of their top organizational challenges. They are in a position to identify and assess the need for change in their organizations as certain issues are only evident like a tip of the iceberg. In order to kick start change management, leaders can do these two things. Constantly Ask Why? Why do we do it this way! If “That’s the way we’ve done it always” is the answer, it’s time to delve deep into underlying issues that are waiting to be addressed.Consult an expert from outside and allow them to experience your firm for a while. They might be able to bring out the existing flaws. New perspectives always end in benefits. Factors contributing to failure: Management behavior does not support changeEmployees’ resistant to changeInadequate resources / budgetOther obstacles Organizational culture eats organizational change for breakfast, lunch and dinner- so, don’t leave it unattended. Mind-set Shifts for Organizational Transformation From profit to purposeFrom hierarchies to networksFrom controlling to empoweringFrom planning to experimentationFrom privacy to transparency The transformation journey can’t rely only upon technology innovations as innovations are a result of in-depth factors including mind-set, behavioral constructs, leadership and culture. The most profound business challenge we face today is how to build organizations that can change as fast as change itself. – Gary Hamel An Employee always tend to think and fear “My boss does not like me!” This mentality stops him/her from expressing his/her thoughts freely. This is a definite do-harm factor for the firm as suggestions from employees are valuable as they stem from their work experiences. Be it inter personal or even judgemental, an employee must be given a free hand to sincerely express his point of view. Culture defies strategy The key is to make your employees happy. Happy employees perform better. To make them happy, you just have to do one important thing as a leader. Listen. Listen. Listen. You can be straight forward, treat them like friends in order to create a great atmosphere. By doing this you are extracting their potential with ease. They come forward with excellent suggestions for the good of the company. Employee experience is all about emotional connect. References. Mindset Shifts For Organizational TransformationCulture and...
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How to be Prepared for Accidents in the Workplace or Business

How to be Prepared for Accidents in the Workplace or Business
It is an unpleasant fact that accidents will happen. No one plans for them to happen, and this article doesn’t advise that you over think or prepare for every eventuality. However, it is important to have a clear idea of the processes to follow and the possible safety nets to have in place to protect against accidents in your business and in the workplace. The range of workplace accidents and injuries is wide and varied, from simple trips and slips, muscle strains, repetitive strain injuries and crashes and collisions. A clear reporting and recording process All workplaces and businesses no matter how small must have a clear process of reporting and recording any accidents, incidents, near misses as a way to improve business practice. Employees and staff must all be fully aware of the health and safety measures in place as well as who they should be reporting any safety issues to in the workplace. Insurance Insurance is primarily about ensuring that the business is covered for any accidents that might happen, from accidentally losing an electronical storage device to slipping down the stairs. Your business must have cover for accidental events that may affect business continuity. Simply wishing you had this advice at the start and the right public liability and employee protection insurances in place won’t save your business when faced with huge expenses, fines and compensation pay outs. Legal protection Having access to a professional lawyer or team of lawyers who are able to assist you with everything legal, from branding and copyright issues to labor law and more. Having the legal support to deal with accidents and business challenges is a great piece of advice for all small to medium sized businesses. You need to have a local firm that you have checked out and are prepared to use when you need them. Having this type of local legal protection makes it immediate and accessible as soon as you need it. Just as if you were in the Costa Mesa and had an accident you would look for a California Personal Injury Law Firm, you should be thinking the same for your business. Managing accidents is about having the right support at the right time and if there’s any expected litigation, make sure you have the right lawyers for the specific case at hand. Health and safety training In conjunction with first aid, health and safety training will go a long way to making employees more aware of the safety risks in the workplace. Employee health and safety in the workplace is the responsibility of all those in it and as such employees, managers and other business stakeholders must be aware of the safety standards that exist in the business and be prepared and trained to follow and adhere to these. Accidents in the workplace can vary from the immensely insignificant to those that can be life changing. By remaining mindful of this and doing some form of preparation and risk assessment around these issues that affect your workplace, will go a long way to ensuring that any accidents in your workplace are dealt with as best you can, with as little disruption to your business as is...
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A Managerial Guide To Dealing With Staff Conflict

A Managerial Guide To Dealing With Staff Conflict
One of the greatest assets of any commercial organization is to be found in its employees. Regardless of business scale or complexity, this remains a fundamental truth. It can also be observed that, throughout each of the past decades, the commercial sector has had to embrace significant social and cultural issues which have quite literally transformed the workplace. From issues of gender and race equality in the 1950s, to the introduction of new technology through subsequent decades, which impacted and replaced parts of the labor force, the employer/employee relationship has been tested with successive challenges. Similarly, the present business environment finds itself challenged by questions of worker health and safety, and rapidly changing business practices, during a once in a lifetime health pandemic. The question becomes: Are there some universal considerations which can assist management in dealing with human issues as they arise? Listen! A conflict left unattended will escalate There is a simple notion that remains constant throughout the years – we each feel the need to be recognized. The simple fact is that every single person, both employers and employees alike, view the world in a different way. Sometimes, it is that simple acknowledgment which diffuses potential conflict. When a problem arises – Listen. Really listen. It is surprising the number of managers who take pride in their listening skills, yet find themselves with an escalating staffing problem. Referral to a local specialized website provides a telling insight into the scale and depth of the industrial dispute issue. In short, a conflict left unattended will invariably escalate. The first step in conflict resolution is putting aside personal thoughts and feelings on a matter, and focusing on hearing and understanding an individual’s problem or concern. Agree on a solution! A conflict left unresolved will escalate If listening is the first step, then the next step is to seek a solution which will reconcile the matter. Clarify with the worker (or workers in a larger industrial dispute) whether you have understood their concerns and correctly ascertained the extent of the problem. Once the problem is understood by both parties, the next step is find a solution or a course of action which removes the concern for the employee, and is mutually acceptable to the employer. The solution may be a simple and straightforward one in the majority of cases. Ensure that talk is supported by action – words are generally not enough to finalize a matter. Quite often the matter is not simply addressed and may require a longer term ‘fix’ which may necessitate procedural, behavioral or cultural change. In this case, ensure that any commitment is honored – set progress milestones and regular meetings if needed. Mediation by a third party In more complex cases, the involvement of a third party may be warranted. This might be a ‘neutral’ party, perhaps chosen by the employee or a senior level manager. If the conflict cannot be resolved in-house, the employment of an external consultant or legal firm may become the next logical step towards mediation and reconciliation. Summary Regardless of employment position or level, people respond best when they are treated as individuals and feel they are being listened to with interest. Taking some time to remind ourselves of these basic understandings often goes a long way to resolving human issues before they compound and...
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What You Can Do to Make Your Business as Efficient as Possible

What You Can Do to Make Your Business as Efficient as Possible
If you’re new to the world of business, you want to make sure that you hit the ground running, as the early days can often be the most difficult as you’re likely spending more money than you might expect. Even later on, as a more established business, you want to make sure you’re doing as many things right as possible. The landscape that you find yourself in as a business is a very competitive one, meaning that any advantage that you can leverage is something that’s potentially worth doing. Your next step should be finding out what you can do to accomplish this and then making the most of your newfound position as a business with the right approach to success. Streamline Your Hiring Process Different people in your position will have different attitudes towards the importance that employees play in the overall success of the business, but a lot of people agree that their role is an instrumental one. With this in mind, you might find that your first step is making sure that your hiring process is as effective as possible – find the best possible candidates for the jobs that you have available and ensure the application process is suitably succinct. It’s not necessary to accomplish something like this on your own, especially if you’re used to doing things a different way, so seeking help from companies such as DataCheck can mean that the improvements you feel are far more substantial than you would have otherwise been able to achieve. When you’re talking about your employees, it’s also important that you think about their importance after you’ve hired them. Employees aren’t simply machines that can benefit you only, you need to treat them properly and do what you can to make sure that they’re happy and comfortable in their positions. Failing to do this won’t just mean that their productivity may slip, but also that they might seek work elsewhere, somewhere they feel their efforts will be more appreciated. Adapt to Changing Times In all areas of life, outside of business, it isn’t uncommon to find people who are particularly averse to change. In particular, change that requires them to do something differently to how they’ve always done it. It’s understandable why people can feel this way, it’s easier to just keep doing something the same way as always, after all. However, when the aim of the game is standing out and giving your customers or clients a reason to choose you, it’s important that you keep an open mind about change. This isn’t just for the sake of your clients either. Your employees may well respond more positively to you if they know that they can approach you with ideas and you value and will take time to consider these suggestions. This mentality is something that’s especially important to maintain in an age where technology is rapidly improving and allowing for different ways of doing things in such short spans of...
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Secrets To Build A Great Company Culture

Secrets To Build A Great Company Culture
Building A Strong Organizational Culture Made Easy Company culture can be defined as the personality of the company. It perfectly blends the company’s vision, workspace ethics, values, and employee behavior to emerge as a brand image. This image is the one you showcase to your customers and employees. Your company culture will make you stand out from the crowd and help your customers identify you as a unique entity. Now, let us take a look at a few companies that strongly imbibes a unique company culture. Google, consistently ranked the best company for exceptional organizational culture, is a great place to work with free food, nap pods, game stations, and slides. All this together makes the office nothing short of a playground for grown-ups. Apple is another company that follows a collaborative teamwork environment and allows its employees to be equal contributors to its vision. No wonder the IT giant retains its spot as the most desirable place to work! What Makes these Corporate Cultures so Appealing and Attractive? Studies reveal that employees who are content with their workplaces are the ones who are more productive. With worldwide data suggesting an increased employee turnover due to a highly stressful work culture, it’s high time organizations start giving more importance to it. An employee monitoring software will help you keep track of your team’s activities and keep an eye on their work interactions. A less compassionate work environment, lack of mutual respect between colleagues, and biased treatment indicate that you need to improve the company culture as soon as possible. Five ways to build strong company culture A Strong Company Vision Your company imbibes your vision and personality. No matter how well your company grows, the culture you had envisioned drives you forward consistently. These core principles build a strong foundation for your company. As the company grows and resources add up, your company image tends to carry the traits of the employees and their understanding of the organizational structure. This makes it highly imperative to lay a deliberate foundation of the company culture that carries forth the founder’s vision and values. A Happy Working Space Allowing the employees to be their true selves and encouraging them to come up with innovative ideas to fulfill the company vision increases their engagement. You can even conduct surveys and team bonding exercises like fun activities or informal gatherings to lighten the atmosphere. Remember! A happy employee is a highly productive employee! An Empathetic Management Always acknowledge an employee’s efforts and ensure that they never feel left out. Use employee tracking software to track their work activities and reward the highly committed team members. Shower them with surprises like work anniversary wishes or birthday celebrations. Extend support to your colleagues if they require help and understand how sound they are physically and mentally. Right Retention Strategies A performance-based culture is the key to retaining the top talents in an organization. First, define your goals and objectives. Next, ensure that you maintain transparent performance data about your employees. This will help you retain the best talents by introducing retention programs or training to help them realize their importance in the growth and future of the company. A Team That Appreciates Talents A company culture with honest recognition and appreciation can establish a positive work environment. Also, it will prompt each employee to take pride in contributing to the company’s growth. Recognition plays a vital part in inspiring and motivating the employees. An employee-first culture is indeed the way forward. Ensure that your company culture imbibes this quality and makes the work environment fun and productive at the same...
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