It has been a while since I have written a blog but I haven’t been letting the grass grow under my feet. Apart from taking in the sights on holiday in India I’ve also resigned from my current job to take on a new challenge – as of 1 April 2016 I will be self employed as an HR Consultant. Whilst I remain at my job until the end of this month I have also been working busily behind the scenes to organise the new business.
As my business name, ‘Practical HR Strategies’, implies I’m all about assisting businesses in a really practical way with their people management issues.
Change is certainly one of those words that can divide people – many don’t like change and it can make people anxious about the future but fortunately I’m not one of those people – I’m excited about the future and the possibility of transforming businesses.
Managing change in an organisation can be a particularly daunting process if it isn’t done well but I believe it is generally made out to be much scarier than it needs to be. It is really all about consultation and working together. Keep people informed about what is happening and when and you can’t go wrong. Even though change isn’t always necessarily for the better for everyone and sometimes people lose their positions or are relocated; I know I would rather be kept informed and have some idea that these things may happen and be somewhat prepared than be blindsided and told to finish up then and there as my job was no longer required.
There’s also the fine line of how much consultation to do and I think this can also be overdone. I have worked in organisations where it felt like a committee needed to be formed each time a change was mooted. That gets tiresome, frustrating and feels bogged down in bureaucracy and makes any type of change unwanted because of the process. (I didn’t stay long with these employers)
There needs to be the mid line where a culture is strong enough to withstand some change, the management team has to be dynamic and strong enough to make decisions but also compassionate and empathetic enough to communicate and consult with staff on matters of change. A difficult mix to get right, but not impossible. Organisational culture is what you should be asking about when you go for job interviews. It can make or break your job.