July 23rd, 2019

Breath life back into your business.

Make some bold early moves to let people know that change is really happening.

• For example, if you are upgrading standards in customer service, you might reward an employee who has handled a complaint in a particularly effective way.
  

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Assign responsibility for change.

• Major changes should be the responsibility of the managing director or chief executive.
  
• Make everyone aware of what is expected of them.  Include 'contribution to change' as an element in employees' performance appraisals.
  
• Consider using a new appointee to take responsibility for the change programme.  A new face can act as a catalyst for change and can bring in new key skills.
  

Continue communicating the reasons and benefits for change.

• If the change strategy is right, these should become more and more clear with time.
  

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Monitor progress against the original plans.

Tackle problems or obstacles as soon as they arise.

• If individuals are slowing change, find out why and take steps to solve the problems.
  

Be consistent and make sure all management actions support the change.

• For example, do not bring in better company cars for one group of employees while making another group redundant.

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