You’re looking to increase employee productivity. How can change management help you achieve that?

Wehren sich Mitarbeiter gegen Ver?nderungsprojekte, so sind unterschiedliche Ursachen und Motive denkbar: - Information und Kommunikation über das Ver?nderungsprojekt (Ziel, Nutzen, Beteiligte, Kosten und Risiken) - Einbindung und Mitwirkung der unmittelbar Betroffenen - Identifikation mit den Zielen - Vertrauen in Führung, Projekt- und Prozessmanagement - Zutrauen in die Machbarkeit und Umsetzbarkeit der geplanten Ver?nderung - Akzeptanz der gew?hlten Methoden - befürchtete Durch- und übergriffe in Gestaltungs- und Verantwortungsbereiche - Verlust vertrauter Aufgaben, Kompetenzen und Kooperationspartner - Mehrarbeit … Widerstand ist eine Botschaft, die systemisch entschlüsselt und nutzbar gemacht werden kann. Reduzieren greift zu kurz.

Managing resistance helps identify and address sources of it to change, whether they're concerns about job security, fear of the unknown, or skepticism about the benefits, thus reducing productivity losses due to resistance.

The first step in removing resistance is increase ownership. For this all parties should be involved in changes and as Change management Champion you have to ensure all parties involvement and ideas sharing via different channels (email, face to face meetings, focus groups, "idea boxes").

Staff engagement, which is short term and long term employee commitment depends on allignment of personal vision with organisational vision. So as Change Champion you have to provide organisational analyses to investigate and separate staff whose vision allig and hose vision don't allign with company vision. The next important part - staff benefits which they get in organisation will match it's vision. You have to explain it and share with whole team, in other words by ensuring organisational vision staff must match theirs personal visions.

One of the benefits of Change management is that it fosters open communication and involves employees in the process, which increases their engagement and commitment to the changes.

Improving communication should include transparently sharing data (qualitative and quantitative). Make goals, objectives, and deliverables clear and ensure people understand how their performance is being measured. Regular communication re these metrics, plus information re successes and opportunities for improvement, will help to support performance. Ideally, this communication is shared using a variety of tools: verbal, email, postings, team dialogue, 1:1 meetings, etc.

Lo primero es distinguir Gestión del cambio como metodología a Gestionar el cambio como competencia profesional. Y la segunda es la que puede ayudar a construir competitividad en los equipos. Gestionar el cambio es una capacidad profesional que se aprende y generar un espacio de aprendizaje para fomentarlo es la mejor opción. Principalmente prepara personas para: ?Transforma las formas de trabajar con herramientas de alineamiento de objetivos y compromisos. ?Habilita mejores conversaciones y capacidad para resolver problemas ?Mejora implícitamente el clima y la confianza de equipo ?Impulsa mentalidad de cambio Esta capacidad de gestionar el cambio apunta elevar el perfil profesional de los equipos y mejorar productividad ??

change management ensures a smoother transition, reduces disruptions, and equips employees with the tools and support they need to adapt, ultimately leading to increased productivity.

Build your burning platform for employees. Why is this change necessary and urgent? All change needs to have a sense of urgency attached or it will likely never build the momentum needed to be impactful.