Once the management has decided to centralize or move the processes from one location to another; the success of this transition heavily depends on change management it needs to undertake. The goal of any change management is to broadly ensure teams at both the sides buy into the vision, continue to work with equal enthusiasm, there is little negative noise and the entire shift from point of departure to point of arrival is seamless.


Questions running in leadership’s mind are - Do the people already know? If yes-how much. How much should we share? When should we share? Will people accept it or it will backfire? Who should communicate? How often should we share? Will employees leave? What if some key people leave?

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Once the management has decided to centralize or move the processes from one location to another; the success of this transition heavily depends on change management it needs to undertake. The goal of any change management is to broadly ensure teams at both the sides buy into the vision, continue to work with equal enthusiasm, there is little negative noise and the entire shift from point of departure to point of arrival is seamless.


Questions running in leadership’s mind are - Do the people already know? If yes-how much. How much should we share? When should we share? Will people accept it or it will backfire? Who should communicate? How often should we share? Will employees leave? What if some key people leave?

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CONFUSION TO COMMUNICATION

July 30 2015

CONFUSION TO COMMUNICATION

July 30 2015

before and after implementation. It is making a person use-less and less of his mind and mind works on the concept of “use it or lose it”. Without realizing what went wrong this resource will start feeling unchallenged and worthless. 

Job rotation, job enrichment, shorter duration on the data entry jobs, making these jobs as the first point of entry into the process are some of the techniques HR can bring into practice. However we first need to recognize the issue to address the issue. How many times the attrition has gone up after implementation of new technology? More often than not it is said – he or she could not adjust or cope up. May be its true in some cases, but have we ever thought it may be that he/she may have felt unchallenged and redundant. People run systems and no other way around.

It is great we optimize, we automate, we consolidate and make the processes simple and rule based. But this leads to change in job description of the people, the job becomes robotic, mundane and of course leads to boredom. We need to continuously evaluate the revised job requirements with the existing skill sets. It may happen than the existing resource has now become overqualified for the job or his skill sets no longer match the requirements; if that’s the case, act fast else you are staring at a probable unsatisfied employee with his eyes towards the exit door.

Once the management has decided to centralize or move the processes from one location to another; the success of this transition heavily depends on change management it needs to undertake. The goal of any change management is to broadly ensure teams at both the sides buy into the vision, continue to work with equal enthusiasm, there is little negative noise and the entire shift from point of departure to point of arrival is seamless.


Questions running in leadership’s mind are - Do the people already know? If yes-how much. How much should we share? When should we share? Will people accept it or it will backfire? Who should communicate? How often should we share? Will employees leave? What if some key people leave?

.

CONFUSION TO COMMUNICATION

July 30 2015

DUMB OUT PROCESSES NOT PEOPLE

October 7 2015

Technology has its side effects; it’s no secret that smart phones don’t make smart people-however we can leave it for another day.

How many times have we tried to evaluate & bridge the gap which implementation of the new system in the function had on the job profiles of the people?

Making processes simple, rule based is great but then the people who are performing them, the motivational techniques to keep them happy and engaged also need to be redefined. Rule based work is great because it reduces error, it helps to increase speed, reduce decision making however we have to see its effects on the resource performing it