TMRC Resources

In one way or another, there are going to be changes instituted in companies or organisations as a result of the pandemic, which has brought the whole world to temporarily stop in its track. Some changes are going to be drastic, while others will be subtle or minimal. It doesn’t matter the scale of the change, it has to be well managed.

Change occurs every day at the workplaces, though the change we think is significant might not come our way that often. Therefore, these 4 strategies shall help you in ensuring that the adverse effects of change shall be minimal on all the stakeholders involved.

1. Evidence-Based Change Initiatives.

As a Manager, you need evidence that shall be used in backing up the kind of change that you want to see happen within the organisation or company. Evidence does not need explanations, because it is self-explanatory to all --- at least. You might be tempted to use feelings to implement the change that you need to see, but evidence or data that is as well linked with what the organisation or company does. Don’t use evidence which is unrelated to the processes of the organisation.

Evidence highlights the magnitude of the situation in a clear and concise manner. Imagine an NGO, which is dependent on donor funding –- some almost 100% of their expenses --- and they have lost their major funding source --- which is happening now. This obviously will lead to a scale down of the activities of the organisation.

Therefore, the issue that the organisation has to grapple with, is its survival, which means the reduction of operations --- which though important are not critical --- for the survival of the organisation. Thus, the need to have critical thought as to what next steps have to be taken for the good of the organisation.

Therefore, don’t become happy, as a Manager, that this situation is going to help you settle some scores with some of the staff that you have long failed to get onto your side. It is not about settling scores, but doing the right thing. If you are in to settle scores, then there is something you are terribly insecure about or it's your inadequate management styles. My advice is that you get in touch with The Manager Resource Centre to support you out of that situation in order to manage with distinction.

  2. Manage the fears of the Team.

At such a time, staff are engrossed with a lot of fear. The fear stems from their thoughts of how their livelihood will be sorted. Will they be able to have monies to sort out their basic needs? Their created status amongst their peers and society? Their plans which were dependent on their job? Their fear of the uncertainty of the world waiting for them? Their ability to get a job, which is the similar or even much better than the previous one?

Management needs to listen to what the staff will have to say, and also let them know that you understand their situation because you are human just like them. At this moment everyone wants their point to be heard. This helps them to build their self-worth and importance, which is the vital pillar upon which they can use to handle the situation at hand.

Acknowledge the fears that they have, and know that they are really valid, though fearing them is not the best way of handling these situations. Everyone needs that encouragement that it won’t last for long and they have the potential to get through the situation.

In the case of earlier similar situations that called upon them the needed resolve required now, it is time to refresh their minds at such a time. Share what went well, and how, what wasn’t well was addressed for the benefit of the whole team. It might not have been to the magnitude of this scale, but it is similar. The great thing is that it won’t last forever.

  3. Consult the Organisational Policies and National Laws.

This is a time that everything that needs to be done should be in accordance with the set guidelines and regulations. As a Manager, the guidelines need to be at your fingertips. This helps you to act in the right way. When this is done right, you gain the confidence, trust and loyalty of the employees. They know that even if they were the ones in those positions of authority, that is what they would have done.

Let them know exactly the kind of guidelines and regulations that are to be used. If your organisation is one that lacks approved guidelines, then you will have to refer to the available national regulations for your actions lest you get dragged to court. You need to consult with your legal team or a legal advisor about whatever major decisions you have to make.

  4. Effective and efficient communication.

At this time communication should be able to pass out the intended message in a clear and concise manner to the teams about any changes that are to be taken. This helps in the preparation of the team for the actions that are bound to happen or not. For it to be efficient, you should be able to ensure that the impact of the communication is not adverse, firstly on the employees and then the mandates of the organisation.

Ensure that the communication is targeted to everyone, regularly done, ensures feedback and feedforward mechanisms are enhanced, etc. These help in providing not only information for the staff but what next that they have to do. It's their careers that are on the line, and they need to be able to take that decision, which they feel will keep their esteem and significance as a person.

Change management needs to be fun, and not stress if you are to manage with distinction.

Note that in the book, “Conversations of Managers”, we have a section discussing change management. Get your copy now to gain more insight on what you can do in such a situation like this which requires the right tact in managing. Visit Amazon or Jumia Online for your copy.

The Manager Resource Centre Ltd is your management consulting agency at hand to provide you with simple, real-life and practical solutions to your management challenges of our time. We are at hand to ensure that you manage and lead with distinction. Why not get in touch with us for supporting your organisational or company journey towards excellence!

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Ayiga Patrick Obita;

Management Consultant with TMRC Ltd.