Assessing the Barriers to Change Management
The legal issues
"Any change that affects your employees must also be necessary for business purposes."
It is probable that the changes you intend to introduce will affect employees in some way. In some instances this may result in a change to their contract of employment or terms and conditions, such as a change of shift patterns. If the change does impact then you are required by law to undertake a formal process in order to obtain the employees agreement to the change. This means consulting with the affected employee(s) about the proposed change and considering any suitable alternatives put forward.
Any change that affects your employees must also be necessary for business purposes. Changes on the whim of the management are not acceptable and if you cannot justify the change on business grounds your employee may have a claim for compensation.
An example of a justifiable ground for making the change would be where your competitors all operate extended or different hours and you must do the same in order to compete. If the employee still refuses to agree after the consultation period, you may have no option but to implement the change. Your employee can either accept the new terms or be given notice and offered a position on the new terms. They may well seek compensation for constructive dismissal, but providing your decision is justifiable, then you should have a defence. It is always advisable to take legal advice prior to embarking on this route, as every situation is different.
Keeping the team happy
As a manager, your goal is to get as many of your employees to accept the change as possible.
This means that you will have to sell them the concept and ensure that they 'buy into it'. This involves communication. Explain the proposed change clearly to all those affected by it. Most importantly, tell them the reason that the change is needed, and focus on the benefits. Don't gloss over any potential problems you foresee - if you've spotted them they will almost certainly spot them as well. Instead, present the problems logically and tell them about your well thought through solutions.
"Employees may well be afraid of the change you are proposing. Be alert to any personal problems that your changes may create."
Ask those affected for their thoughts and ideas regarding the proposed change and listen carefully to their responses. The feedback you get will give you an indication of how difficult or easy the change will be to implement. Where possible and appropriate, include feedback into your proposed changes as this will make them feel part of the process and more likely to accept it.
Provide support throughout the change process. Employees may well be afraid of the change you are proposing. Be alert to any personal problems that your changes may create. For example, a change of shift patterns may cause problems for those with dependents or upset travel arrangements.