Change management and employee performance are closely intertwined. When employees are included in the change process and understand what's happening, it can lead to increased productivity and job satisfaction. Statistics show that organizations with highly engaged employees have a 13 percent higher total return for shareholders. However, the gap between what motivates management and what motivates employees can be vast, leading to resistance from employees.
To bridge this gap, senior managers must be equipped with the tools to interpret emotional intelligence and communicate with the workforce. For change to be successful, employees must see and feel the benefits. Unfortunately, if resistance is not managed from the start, top managers will become overwhelmed by negative comments and believe that it will never succeed. Regardless of whether it is a change management process or a performance management process, poor implementation and execution of any process causes stress in the workplace. Successfully implemented and managed at the organizational level, this process will help the organization improve productivity and efficiency. Research institutions have invested a great deal of time and money in how to implement effective change management and how to get the most out of employee performance management.
However, recent research indicates that neither is being implemented effectively. Successful change management is defined by people's ability to move toward and accept the vision of change. As a senior manager, it is your responsibility to ensure that change is implemented effectively and that employees are engaged in the process. To do this, you must first understand how change affects employee performance. Change can be disruptive to an organization, but it can also be beneficial if managed correctly.
It is important to recognize that employees may have different reactions to change depending on their individual circumstances. When implementing change, it is important to consider how it will affect employee morale. Employees need to feel valued and appreciated for their contributions. If they feel like their opinions are not being taken into account or that their work is not being recognized, they may become disengaged or even resistant to change. It is also important to ensure that employees are given adequate training and support when implementing changes. This will help them understand the changes and how they can best contribute to them.
Additionally, providing feedback on progress will help keep employees motivated and engaged in the process. Finally, it is important to recognize that change management is an ongoing process. As new challenges arise, senior managers must be prepared to adjust their strategies accordingly. By staying up-to-date on best practices in change management and employee performance management, senior managers can ensure that their organization remains competitive in today's ever-changing business environment.