Change management varies significantly in its approach in the recent years. It has traditionally been thought to mean leading a group of people through pre-defined logical steps that lead to specific goals. This approach is mainly based on rational analysis and aimed at controlling each stage of the change process.
The modern approach is not only focused on pure logic, but also takes into account the human factor. Employees often feel frightened and insecure during and after the change process. This can also seriously damage the business of the company. For this reason, it is important to focus change management on the stability of the organizational structure so that change, although in principle positive, would not lead to the collapse of the basic pillar of any business, and that is its employees.
Managers in charge of implementing change and devising transition strategies have several tools at their disposal that can help them solidify the structure. For example, in the process of change, it is desirable to emphasize the common goal and the fact that employees are an integral part in achieving it. In addition, change management project managers should strengthen the relationship with employees and encourage those in senior management positions to do the same.
Last but not least, it is necessary to explain to employees why change is needed and what it achieves. A clear picture of this can be created by comparing it with the previous situation and evaluating the progress that the company as a collective has made.