Define the change and align it to business goals
It’s one thing to articulate the change needed and entirely a different thing to conduct a critical review against organizational goals and performance objectives to make sure that the change will carry your business in the right direction financially, strategically, and ethically. This step will also help you to decide the value of the change, which will quantify the inputs and efforts you should invest.
Determine impacts and those affected
Once you have an idea of exactly what you want to achieve and why? Then you determine the impacts of the change at different organizational levels. Make a review of the effect on each business unit and how it cascades through the organizational structure to that person. This data will start to form the blueprint for where support and training are needed the most to mitigate the effect of the change.
Develop a communication strategy
Every employee should be taken on the journey of change! Choose the best means of communication for your employees or teams to get them aboard.
Provide effective training
With news about the change is out in the open, it’s important that your staff know they will receive training, informal or structured, to teach the knowledge and skills required to work efficiently as the change is rolled out. Training could also include a suite of online learning modules, or a blended learning approach engaging face-to-face training sessions or on-the-job mentoring.
Implement a support structure
Building a support structure is crucial to help employees practically as well as emotionally adjust to the changes happening. Also, build the proficiency of employee behavior along with the technical skills needed to achieve desired results.
Implement a support structure
Building a support structure is crucial to help employees practically as well as emotionally adjust to the changes happening. Also, build the proficiency of employee behavior along with the technical skills needed to achieve desired results.

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