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Running Head: EXECUTIVE LETTER 1
Mr. John Carter
Vice President
US Branch
Singaporean software solutions
Date: May 19, 2022
Subject: Strategy for sustaining the change in the U.S. branch of the organization
Dear Mr. John,
The U.S branch has been facing a number of challenges such as disengagement of the
staff members, communication issues, and lack of training. For addressing these concerns, a
change management plan has been designed that can positively influence the work environment
in the branch. However, while implementing change, it is essential to make sure that best
practices are in place that helps in sustaining the change efforts for good. The sustenance of
change is critical since it can enable the U.S. branch to survive in the intensely competitive
business environment (Hodges & Gill, 2014).
In the letter, a strategy has been recommended that can be adopted for evaluating the
impact7of change on the business. Additionally, best practices7have been suggested that can
ensure that new skills are applied on the job in the U.S. branch.
Strategy for evaluating the business impactof change
A suitable strategy that can be introduced in the branch to evaluate the impact of the
change in the business setting is taking feedback from the staff members. Taking feedback from
EXECUTIVE LETTER 2
employees is one of the most effective ways of evaluating the impact and effectiveness of the
change process in an organization. Sedej has identified the feedback mechanism as the fastest
and most effective way for entities to make improvements in the change process (Sedej &
Justinek, 2017). In addition to taking feedback, focus must also be laid on the performance
management aspect. It will help to see any change in the performance of the staff in the branch.
In the U.S. branch, a majority of issues that exist, such as disengagement of the staff
members, emotional exhaustion due to poor communication, and poor leadership, directly affect
the employees of the branch. So, in order to identify how the change initiatives impact the
business entity and the organization, an ideal approach is to take feedback from the staff by
conducting anonymous surveys. It would provide an opportunity for the staff members to share
their insight into whether the change efforts are serving any purpose or not. By capturing their
opinions and views while evaluating their performance, it will be possible for the leadership
team to make suitable alterations to the change process so that its effectiveness can increase and
the existing issues can be effectively addressed.
Recommendation of best practicesfor ensuring new skills are applied on the job
The leadership team at the U.S. branch must ensure that employees get an opportunity to
employ new skills that they have learned in the work setting. In order to do so, a number of best
practices can be introduced in the branch.
One of the chief steps that can be implemented in the U.S. branch involves focusing on
reward and recognition so that the employees will be encouraged to demonstrate their
learned skills and competencies while performing their roles and responsibilities. This
positive reinforcement technique can act as a major source of motivation for them and
EXECUTIVE LETTER 3
push them to apply new skills in the workplace so that their performance can improve.
The application of the positive reinforcement technique in an organizational setting has
the potential to have a positive impact on the performance of the members of the
workforce (Shiraz et al., 2011).
Another best practice that can be introduced in the U.S. staff involves encouraging new
experiences by providing adequate opportunities to learn and grow. The leaders must
make sure that employees get the chance to use their skills while they carry out their roles
at the U.S. branch. For example, the concept of job rotation can be introduced so that
employees will get the chance to work in a flexible manner, and their learning process
will not be restricted in any manner. By adopting such an approach, it will be possible to
ensure that employees are able to expand their knowledge and skills and their growth in
the work setting does not get limited to their specific role alone (Miranda et al., 2021).
The recommendations that have been made can play an instrumental role in sustaining
change efforts in the U.S branch and addressing the existing concerns.
Thanking you
Mr. Kevin Dave
HR Consultant
EXECUTIVE LETTER 4
References
Hodges, J., & Gill, R. (2014).7Sustaining change in organizations. Sage.
Miranda, S. G., Garcia Jr, R. S., Asuncion, A. F., Bilbao, S. R., Ong, D. U., Ramos, V. B., ... &
Gabriel, A. G. (2021). Move And Learn: Perceived Benefits And Challenges Of Job
Rotation In A Government Hospital In The Philippines.7International Journal of
Management (IJM),712(1).
Sedej, T., & Justinek, G. (2017). Effective Tools for Improving Employee Feedback during
Organizational Change. In7Organizational Productivity and Performance Measurements
Using Predictive Modeling and Analytics7(pp. 261-276). IGI Global.
Shiraz, N., Rashid, M., & Riaz, A. (2011). The impact of reward and recognition programs on
employee’s motivation and satisfaction.7Interdisciplinary Journal of Contemporary
Research in Business,73(3), 1428-1434.
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