If you have the right staffing, organization change could be a successful venture. But a lot of organizations are having a hard time accomplishing this for change initiatives. This happens for a few different reasons. It may be best to first look at some of the issues that are commonly seen and then maybe to start looking for staffing solutions to bring success to organization change.
A common approach that organizations do is to try to staff organization change projects using spare time. This is not a good tactic. Workers are already setting priorities because they don’t have enough time to all their obligations. If these people are not focusing less on tasks that are at the bottom of their priority lists, what do think will happen with organization change tasks (which is usually considered a low priority)? It won’t get done.
A second failed strategy for staffing organization change projects is to ask employees to work harder or longer hours. This strategy fails for two main reasons. One is that employees are already exerting extra effort, often to an obsessive extent. The second has something to do with cultural change. The modern generation of employees are able and willing to put in a full 40 hours a week, but not 60. Instead of increasing your output, you’ll only make the rate of turnover even higher in your organization.
Yet another approach that fails is by devoting workers exclusively to organization change responsibilities. Unfortunately, this is done by pulling them off of run the business assignments. Then they focus on the change tasks until the project is over or halted. This is effective for organization change, but creates a different problem. Since that worker is no longer working on run the business tasks, another person would be needed to fill in their vacated position, which presents a staffing problem still.
A most effective solution for staffing problems during organization change is to maintain a small change workplace. In that office, there would be an OD staff or internal staffers whose expertise is change. These are staff for upper managerial roles. The required skill set differs from project to project and the content experts can be grouped on a per-project basis. Internal employees and experts from external staffing, or a combination of both can do this. Of course, like anything else, an organization should weigh the advantages and disadvantages first with regards to the change project.
For more information, please check out our website: Organization Change
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