EXECUTIVE LETTER
Subject: Strategy for sustaining the change in the U.S. branch of the organization
The US division has been dealing with a lot of difficulties, including personnel
disengagement, communication problems, and a lack of training. A change management strategy
that can improve the working environment in the branch has been developed to address these
issues. Nevertheless, it is crucial to ensure that best practices are in place while putting change
into action so that the changes are sustained over time. Maintaining change is essential because it
can help the U.S. branch thrive in the very competitive business world. (Hodges & Gill, 2014).
A recommended approach for assessing how a change may affect the business is included
in the letter. Furthermore, recommended best practices can guarantee that newly acquired skills
are implemented in the U.S. branch workplace.
Strategy for evaluating the business impact of change
Getting input from the employees is a good approach that can be implemented in the
branch to assess the effects of the change in the work environment. One of the best methods for
assessing the influence and efficacy of the change process in a company is to solicit employee
input (Sedej and Justinek 2017). The feedback mechanism is the quickest and most efficient
means for entities to improve the change process. Aside from receiving comments, the
performance management component needs to be prioritized. Observing any shift in the branch
staff's performance will be beneficial.
Employees at the U.S. branch are directly impacted by the bulk of problems that arise,
including worker disengagement, emotional tiredness from inadequate communication, and
subpar leadership. Accordingly, gathering input from the workforce through anonymous surveys
is a great way to determine how the change initiatives affect the company and the organization.
This would offer a chance for the employees to express their opinions about whether or not the
change initiatives are working. The leadership team will be able to adjust the change process
appropriately to improve its efficacy and effectively address the current problems by gathering
their thoughts and viewpoints during the performance evaluation process.
Recommendation of best practices for ensuring new skills are applied on the job
The U.S. branch leadership team needs to make sure that workers have the chance to
apply the new skills they have acquired in the workplace. Several best practices can be
implemented in the branch to help achieve this.
Focusing on reward and recognition is one of the most important things that can be done
in the U.S. branch to motivate staff members to show off their acquired knowledge and abilities
while carrying out their assigned tasks. This method of positive reinforcement can serve as a
significant source of inspiration for individuals and encourage them to use newly acquired
abilities in the workplace in order to enhance their performance. The utilization of the positive
reinforcement strategy within an organizational context has promise for enhancing workforce
members' performance (Shiraz et al., 2011).
Another best practice that may be used for U.S. staff members is to promote new
experiences by giving them enough chances to develop and learn. It is imperative for executives
to ensure that staff have opportunities to apply their abilities in the performance of their duties at
the U.S. branch. One way to provide employees with flexibility in their work environment and
ensure that their learning process is unhindered is to introduce the concept of job rotation. By
using this strategy, it will be feasible to guarantee that workers can increase their knowledge and
abilities and that their development at work is not restricted to their particular function(Miranda
et al., 2021).
REFERENCES
1. Hodges, J., & Gill, R. (2014). Sustaining change in organizations. Sage.
2. 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. International
Journal of Management (IJM), 12(1).
3. Sedej, T., & Justinek, G. (2017). Effective Tools for Improving Employee Feedback
during Organizational Change. In Organizational Productivity and Performance
Measurements Using Predictive Modeling and Analytics (pp. 261-276). IGI Global.
4. Shiraz, N., Rashid, M., & Riaz, A. (2011). The impact of reward and recognition
programs on employee’s motivation and satisfaction. Interdisciplinary Journal of
Contemporary Research in Business, 3(3), 1428-1434.
