Every organization encounters change as part of its natural life cycle. These changes may be deliberate or unintentional. But how the company approaches and handles change can affect whether it can recover and grow in healthy ways.
The HR department is often a key part of managing that change in an organization. HR managers can facilitate change in many ways. Let’s take a closer look at the role of HR managers in successful change management.
What Is Change Management?
Change happens. And change management is about designing and following a structured process that guides the company through the transition. These processes work best when they include an understanding that a change in one department can have far-reaching effects. Even seemingly minor changes can affect employees in unexpected ways. From installing new light fixtures to onboarding a new leadership team, a plan ensures a smoother transition.
Many people associate change, and change management, with younger and more agile companies. But even well-established organizations benefit from change management. And because change can touch every employee, the HR manager can provide key leadership.
What Is HR’s Role in Change Management?
The human resources department is integral to managing changes throughout the company. HR is responsible for hiring, training, and supporting employees. These HR processes rely on clear communication and working effectively with all employees. And because HR works with all company levels, they are ideal for leading the way.
Why Is HRM Important in the Change Process?
Change can distract and derail employees and projects without a defined process and good communication. HR management (HRM) can manage expectations and minimize disruptions. Often, change fails or causes unnecessary distraction because companies fail to think about the why of the change. HRMs can help identify the “why” and how the change will impact different groups of employees. In addition, crafting a plan before the change rolls out is crucial. By involving HRM, an organization is more likely to create a more robust plan. And when conflicts do arise, HRMs can mediate them.
What Is the Role of Employees in Change Management?
HR managers can also tap into a valuable change resource: the employees. Employees can have important insights into the change and the change process. And bringing them on board as active participants in the change can encourage buy-in. If employees feel like changes are happening to them, they may be resistant, even if the change is positive. But when employees feel like change is happening with them, they’re more likely to champion it. Also, don’t overlook your more influential employees. They can help demonstrate the change to coworkers.
Key HR Skills in Change Management
Effective change management happens when HR managers bring key skills to the process. These critical skills include:
Designing and Scheduling Training for Change Management
Training can vastly shorten the length of time a change takes. It also gives employees the tools to get the most out of the change. HR often manages training and skills checks for the organization. This skill is essential to change management at all levels.
Communicating Change to Everyone
Some changes are obvious or simple to explain. Other changes are complex. Excellent communication is vital for managing change in a company. Without communication, change can seem unnecessary or even bad. Employees who understand why a change is happening are less likely to resist it.
Recognizing Resistance to Change
Assuming that everyone will embrace a change is dangerous. Even something as minor as changing decor colors can cause resistance. Often, resistance happens when companies roll out new software or policies. Many employees may want to continue doing things “the way we always did them.” Old ways, approaches, and software are familiar. HR managers can think about potential areas of resistance. Then, as the change happens, they can watch for and recognize sticking points in the process.
Maintaining Employee Relations
HRMs will be ineffective if they do not maintain good employee relations. It’s essential for HR managers to build and nurture trust. Employees will respond more favorably when they feel that HR managers are working with them.
Conflict Resolution
Conflict happens in companies of any size. And even well-managed change can generate conflict between employees or departments. The HR manager can mediate between the parties to seek a solution. Also, conflict can be good or reveal unexplored aspects of the change.
Change Management Surveys
Gathering information about the change is important. HR managers can conduct research and surveys to check in with employees. Surveys can help to gauge the mood and opinions of employees. Constructive change management surveys can gather feedback about the change and process. HR managers should actively listen from start to finish and monitor any lingering effects.
A Change Can Do You—and Your Company—Good
HR can and should play a crucial role in how a company moves through change. Change is a necessary part of growth for the whole organization. No change can truly happen overnight. But change can be efficient with good planning and management. HR’s role is vital for ensuring everyone is involved in the change process. HR managers can—and should—become active leaders in change.
Sources:
https://uk.indeed.com/career-advice/career-development/role-of-hr-in-change-management
https://hbr.org/2021/01/an-agile-approach-to-change-management
https://www.forbes.com/advisor/business/principles-of-change-management/
https://www.shrm.org/hr-today/news/hr-magazine/spring2021/pages/managing-change.aspx