Assignment

STEP SIX

STUDENT’S NAME

UNIVERSITY AFFILIATION

One of the most crucial things for organizations in the modern century is changing implementation skills. This is because times are changing and new people are entering the market creating huge competition. To overcome such competition, the organization needs to keep changing to remain on top of the market. The biggest problem that people identify with change is that it is greatly rejected by employees and it might not succeed. However, another great problem that people do not consider is that the change might not remain permanent and some people might get tired of the change along the way and just give up on it. What should an organization do to ensure that change sticks in the organization (Graetz, 2006)?

The one fact that organizations should acknowledge even before implementing change is that even if they are looking for long-term success, all cannot be achieved in one night but instead, achievement of short-term goals will lead to the overall achievement of a long-term goal. The short terms goals achievement will play a huge role in keeping the employees motivated and patient enough to wait for the achievement of the long-term goal intended by the organization. The short-term goals will also help the organization in making the change long-term and make it stick to the organization.

To begin with, the long-term goal of the organization is to ensure that they create an organization where services are provided efficiently without any kind of unnecessary delays. However, this is not something that can be achieved in one day and it will take a long time to do that. In the process, there are short wins that can be facilitated by the team which is in charge of leading the change.

The first short win that can easily be facilitated is the reduction of the amount of work the employee has to follow. Currently, in the organization, the employees have to follow long processes even to complete a simple task of serving the customer. If they serve ten or more customers in a day, employees end up being very tired since the amount of work they have done is a lot. However, with the implementation of a system, this amount of work will be reduced and employees can serve up to 20 consumers a day effortlessly.

The next short-term win that can be facilitated by my team is more benefits to the employees. The organization aims to see to it that the employees get extra benefits not only their basic salary. However, it would be better to give employees small benefits early rather than waiting for a long time to give them the perfect benefits. For instance, some organizations will pay for paid trips for the employees to travel to outside nations. However, another organization can organize local trips where employees can still go and enjoy themselves. Our organization will pay for local trips as a benefit for hard work which is much better and it will keep the employees better motivated.

An increase in efficiency is also a short-term win that can be facilitated by the organization. The reason why this is deemed to be a short-term win is that the employees and the consumers can easily identify it. For instance, when a consumer has to return a faulty product, the process of communication that has to be followed is a long one and a lot of communication has to be done. However, immediately after the system is launched, these processes and communications will be reduced greatly.

Lastly, a short-term win that can be facilitated is that time wastage will greatly be reduced in the organization. On average, the number of consumers that could be served on the day is about 25, however, with the implementation of a system, time used to communicate will be reduced and hence time wasted in the process will be reduced. This will help the employees serve more customers on average per day than they did there before. Short-term wins are very important to facilitate as they will make the employee remain motivated to achieve long-term goals (Amabile, 2011).

It would be a waste of time if an organization went so far with change and they are unable to make it stick. A lot needs to be done to ensure that change will stick in the organization. Several things need to be done to prevent burnout in the organization. The first way through which burnout in the organization can be prevented is through rewarding the champions of change. In the least terms possible, champions of change can be defined as those people who have well-embraced change and those who have adopted it as quickly as possible. This will help motivate the rest of the employees to embrace and maintain the change.

The second way through which burnout can easily be prevented is through transparency. In most cases, employees will need to hear about the progress of the change and how it has been helping the organization. In such briefings, honesty and transparency should be paramount despite the results the change is giving. In some cases, there could be some instances where the change is giving negative results. The employees need to be made aware no matter how bad the situation is (Jackson, 1983).

Delegating tasks is also very important in burnout prevention during change. An organization is huge and contains many departments and all of them have to be incorporated into change. It becomes very difficult for one person to follow up on all the changes reason as to why delegating will help greatly. If the task is delegated, people in charge will easily note where change is running smoothly and even the obstacles that may be making it very difficult to implement the change. The people to who tasks are delegated will give feedback to one person who is in charge of the change implementation.

Sustaining change is also one of the most difficult things for most organizations to do. However, change must be sustained, several things have to be done to sustain change and one of them is the leaders have to be patient and flexible. This means that employees will not be forced to adopt change but instead, they will be given all the time that they need to adapt to the change which will greatly help them embrace and accept the change. If the employees accept the change willingly, it is likely for the change to last more than when the employees are forced to accept it.

The second way of sustaining change in the organization is by providing support for the change. This means that the organization will come up with a way through which the employees can give back their feedback on the change experience. In some cases, not all of the things put in the change may be working. The top management might not have known this but if employees are given the chance to give feedback, they will show some of the amendments that can be made to make the change better and hence make it sustainable in the organization (Hodges, 2014).

Lastly, is to create more opportunities for changes that are smaller and yet meaningful. This means that before the great changes are made, smaller changes have to be made. These changes will help motivate employees and even give them a taste of how the long-term results of change would feel. This means that change implementation will be gradual and this means that the change is likely to be more sustainable as it is focused on the tiny and huge details of the organization.

References

Amabile, T. M., & Kramer, S. J. (2011). The power of small wins. Harvard Business Review, 89(5), 70-80.

Graetz, F., Rimmer, M., Lawrence, A., & Smith, A. (2006). Managing organizational change. John Wiley & Sons.

Hodges, J., & Gill, R. (2014). Sustaining change in organizations. Sage.

Jackson, S. E., & Schuler, R. S. (1983). Preventing employee burnout. Personnel, 60(2), 58-68.