{"id":182,"date":"2018-11-07T20:37:12","date_gmt":"2018-11-08T04:37:12","guid":{"rendered":"https:\/\/create.twu.ca\/chiefanalyzerofthings\/?p=182"},"modified":"2018-11-07T20:37:12","modified_gmt":"2018-11-08T04:37:12","slug":"onepersonatatime","status":"publish","type":"post","link":"https:\/\/create.twu.ca\/chiefanalyzerofthings\/2018\/11\/07\/onepersonatatime\/","title":{"rendered":"“One person at a time” – Health Angel’s Favour Op"},"content":{"rendered":"

Health Angels – HC2’s team blog post in favour of how top-performing companies manage change, by making staff engagement a priority.<\/h2>\n

\"\"Change is inevitable<\/strong>. \u00a0In today\u2019s fast-paced world change takes place on an ongoing basis. \u00a0In order to handle challenges and competitions with opposing companies, one must understand the importance of change. \u00a0It is easy for leaders or managers to implement change, come up with new ideas but the success depends on how well the change is carried through within the company. \u00a0Change is well managed when there is open communication, guidance, and support provided by the management team. \u201cWhen you look at what the best companies do to prepare for and manage change, you can clearly see that success hinges more on common sense and leader behaviour than on a change management structure or processes\u201d(Lepsinger, 2010). \u00a0\u00a0How the management team facilitate and coach employees throughout the change process is crucial. If employees are not supported throughout the change process, they may start to resent the employer. \u201cMake sure you are keeping your employees involved. This will strengthen the relationship, build buy-in, encourage reactions and identify barriers\u201d (Newell, 2018). <\/span><\/p>\n

\"\"Before the change process begins, it is important to understand the emotions and fears of employees. \u00a0Some employees may be resistant to change. Companies must keep up with the growing technologies but sometimes there are employees who may not accept technological changes because they may not have the background knowledge. \u00a0When Fraser Health initiated Paris (paperless documentation and assessments) many employees opposed to it because they did not want to use the computers and rather had continued to use paper. It may be worth a while for the management team to share the video \u201cWho moved my cheese\u201d. \u00a0This will help employees understand the importance of change. As Lepsinger 2010 addresses employees may be inflexible because they want to maintain the status quo. Top companies maintain an open and honest communication with employees to ease the process of change.<\/span><\/p>\n