To: Vice President
From: Tyler Cheverier
Subject: Singaporean Software Solution
Hello Vice President,
My name is Tyler Cheverier And I have been contracted as a human resources consultant
by a liability company to help with solving internal issues. After reviewing your company, it is a
branch of a Singaporean software solutions provider with 140 employees and $1 million in Rev-
enue per year. My understanding is that the CEO of the organization would like to open new
markets in the United States because they would like to gain new customers with more diversity,
increase their resources, and make more overall profit. so that these goals can be reached, a plan
is to be created to address any problems that may arise as well as to address any situations that
the company may currently be having.
After looking into the organization, I can personally see that failure to change is pre-
sented. The main reasons for failure to change are that the organization does not have many peo-
ple participating In the company as a whole as well as not buying into the overall goal that the
organization has set. Secondly, a weak culture that is not aligned with the mission statement of
your company has been created and can continue to create problems in the organization as a
whole. Lastly, the lack of resources the company is providing is not enough nor is it benefiting
the end goal (Gleeson 2017). Communication from the management team down the ladder is a
must so that all levels can continue to stay on the same page and work towards the designated
end goal. By communicating what is needed from everyone it can help build the brand as well as
let everyone who is in the company know what is expected from them so that the same kind of
quality can be shown throughout the organization.
From the leaders' self-evaluations, the data points that show the resistance to change is
the fact that change management skills seem to be the outlier of all the data. It is placed in the
skilled category whereas every other point is marked above. This shows that change in the orga-
nization even from the higher up positions such as yourself is something that is not viewed as a
strong suit. The employee engagement survey also shows that 40% of employees either plan to
not return to the organization or prefer not to say. This shows how the employees are not happy
with the current state of the organization if almost half of them are planning to leave or aren't
definite on staying. The data point that shows the most readiness for change is the fact that 90%
of employees feel supported in the workplace by either management or the higher-ups. This is
great for change because it seems as though support is a main focus in the workplace which will
allow employees to rally around the changes that would be implemented
Dealing with change resistance can be difficult but approaching this situation by having
team meetings or organization meetings to show that firstly the communication aspect is being
focused on while also providing the ideas behind the change. If positives and numbers can be
shown to the employees on why this change would make a positive impact, it can create a more
positive feeling and environment for all employees to introduce this. To avoid failure, you must
get all the employees to buy into these ideas and work towards having them implemented in the
everyday brand of the company. Once it becomes built in, success with the changes will be easier
to reach. Change is not the easiest, especially for workers who are people of habit. That is a ma-
jor reason why explanations along with insight into the success of the company are crucial to
communicate before going ahead with the new change in the company. Though companies find
it easy to communicate with their customers, many companies struggle with communication in-
ternally. This can create major confusion about the goals that the company is trying to reach as
well as smaller internal issues inside company walls. All employees must be on the same page
for a company to continue a successful business or to be successful in a change in business meth-
ods such as this one.
References
Gleeson, B. (July 25, 2017). 1 Reason why most change management efforts fail. Re-
trieved on March 3rd, 2023, from https://www.forbes.com/sites/brentgleeson/2017/07/25/1-rea-
son-why-most-change-management-efforts-fail/?sh=7cc3410f546b
Tyler Cheverier (Myself)
