Organization Change: Staffing Do’s And Dont’s To Ensure Successful Organization Change
Putting together the right staffing for an organization change can be a key for success. Although it’s quite difficult for many companies to pull this off for change projects. This is due to a variety of things. It is probably best to start with some of the common problems and then maybe to start looking for staffing solutions to bring success to organization change.
A common approach that organizations do is to get staffing for organization change projects using excess time. This approach is not effective. Employees are already starting to prioritize their tasks because they have so much to do but little time to do it. If these people are not focusing less on tasks that are at the bottom of their priority lists, what do think will happen with organization change tasks (which is usually considered a low priority)? It will be skipped altogether.
Another tactic that’s doomed for failure for staffing organization change tasks is to request people to work overtime. This strategy fails for two main reasons. First, people are already working hard; often to the point of over-commitment. The second has something to do with cultural change. The new generation of workers simply won’t tolerate demands for more effort or hours. Attempts to force the longer work hours result in higher turnover rather than higher output.
Yet another approach that fails is by devoting workers exclusively to organization change responsibilities. This is usually done by getting them off the run the business projects, which is very disadvantageous too. Then they focus on the change tasks until the project is over or halted. This is good for organization change, but it presents a new problem. Since that worker is no longer working on run the business tasks, another person would be needed to fill in their vacated position, which presents a staffing problem still.
A method that will prove effective in addressing this staffing problem for organization change is to keep a smaller change headquarters. It can be filled out with OD staff or internal consultants with expertise in change. These are staff for upper managerial roles. The necessary skill set from project to project will change and the content experts can be assembled on a per-project basis. This can be made possible with some internal people, expert consultants from staffing firms, or both combined. Each situation has pros and cons that have to be evaluated based on the needs of the project.
For more information, please check out our website: Organization Change
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