In overcoming barriers to change at the workplace, you need to first understand what the barriers actually are. This article gives useful information on the barriers to organizational change, and overcoming them.
Change will not come if we wait for some other person or some other time. We are the one’s we’ve been waiting for. We are the change that we seek.
―President Barack Obama
For organizations and companies, it is extremely important that they move on towards their set goals. And, in order to achieve those goals, they have to adapt to different situations that may come their way at different times. They inevitably have to go through the process of organizational change. We’ll see in more detail what organizational change is, and then what are the barriers that come in the way.
An organizational change is the process of moving from the current functional phase into the next advanced operating phase. This process is the most difficult one, both for the company as well as for the employees. In an organizational change, there can be changes in the processes of the company, ownership of the company, transfer of the employees and teams, and modifications to the functional practices. As it is human tendency to resist change, the concept of implementing change management in a company can be a very difficult task for the employer and management.
Organizational and Individual Barriers to Change Management
No Involvement of Employees
If the management has to take the company forward smoothly through the process of organizational change, it also has to consider the views of the employees. This is one of the major barriers in an organizational structural change. If there is an involvement of the employees in the decision-making processes prompting the need and extent of the change, they may not even resist any change.
Unclear Processes and Procedures Regarding Goals
Before implementing the change, the top management should be clear with what goals they are supposed to achieve. They should define the processes and procedures, and document them for future reference. Unclear processes and procedures is also one of the primary barriers to change.
Inefficient Leadership and Leadership Strategies
Change management will in no way be successful until there is a good and effective leadership responsible for managing and implementing the change. Hence, effective leadership strategies play a very important role in taking the company ahead smoothly through the process of change.
Ineffective Communication with Employees
The management should communicate with the employees with regards to the change. If the employees are not informed about the benefits of the change, they will keep opposing it. In a well-defined change management plan, there will always be clear communication between the management and the workforce.
Improper Resource Management
It is very necessary to allocate certain tasks to professionals at managerial levels. If the tasks and projects are not handed over to proficient managers, the change will not be as anticipated. Proper resource management is very crucial for getting the change management done successfully.
Resistance from Employees
Employees are well set in a particular role of daily operations, and if they come to know that their work is about to go through the process of change, they try to oppose the change. They are very comfortable in working with their everyday processes, and do not want to advance in the prospective procedures and practices.
If the management has to overcome these barriers, they need to put into practice effective leadership, proper communication, employee involvement, and employee motivation strategies.