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Policies, Procedures & SafeguardsNovember 6, 2015
Change is inevitable and all businesses big or small need to adapt to remain competitive. Employsure explores change options with businesses surrounding their employment procedures and processes every day. We have some tips for you on how to implement change and what to look out for when announcing change so that your employment relations is not negativity impacted.
Employers need to stay aware of the fluidity of change and its effects on employees as well as contractors. Change in management or new employees fosters reactions which can be both positive and negative. A huge contributing factor to the success of any change is the way in which it is communicated. Reasons behind change and the outcome should always be a focus.
All staff must be kept in line and engaged with the change. Employers need to be careful when announcing change, you do not want to be seen as a dictator but rather an innovative leader. Ensure that all staff members are receiving the same message with the same attitude towards it. It is important that each department or leadership team relay the same opinion and deliverance of the change. This will discourage negative attitudes.
Some changes businesses frequently face include:
Change uses company resources such as money, time and people. If employers are not monitoring the impacts and results of change these resources could go to waste. Ensure that you have processes in place to record and assess behaviours, financials, productivity and progression over time.
If you are experiencing difficulty with employees as a result of change, or you are about to implement change and are unsure of the best way to manage it and your employees, contact Employsure on 1300 651 415 and speak to one of our highly qualified advisers.