The 5 tactics that you can use to reinforce organizational change:

 

If you are beginning in organizational change you need to make sure that the change is sustainable. In this article we will detail some of the top five tactics that you can use for sustaining changes throughout an organization. Keeping these top tactics in mind will help you to not only keep up with changes within a business but ensure that you can reinforce these changes long enough to see the results or benefits from the changes you outline.

 

  1. Celebrations/ recognition for work:

In any major organizational change a supervisor or manager will be one of the most important people involved in recognizing employees and celebrating the success of following new changes. Most employees are more receptive to change when they are trained by a comfortable direct supervisor. This means that most of the change as well as the reinforcement of change should be done by a direct supervisor. These direct managers or supervisors not only have a trust and rapport with employees but they have some great ways that they can reward employees and provide recognition for their hard work.

– Some supervisors prefer to provide one-on-one feedback for their employees in the form of informal and private conversations where they pay positive compliments to their employees. This can be a very effective method where employees will feel singled out and rewarded for their efforts. Showing general appreciation for employees is a strong gesture and it can help to make sure changes are implemented.
– Some supervisors like to provide public recognition or awards for their employees as a result of their hard work. Giving a speech about it employees exemplary performance or a small award at the end of the week can be a good incentive that provides only a few individuals with recognition. Extra care needs to be taken with recognizing the right individuals to enforce changes through this method however.
– Group celebrations and incentives can also be a strong way to reinforce change from the perspective of supervision. Organizing group celebrations or even a free lunch as a result of following new processes can provide motivation for staff to work together and enforce changes amongst each other. This is a more collaborative effort for reinforcement of successful change and it comes with a combination of public recognition as well as an incentive program.

Any supervisor has to take the time to celebrate successful training and the successful collaboration of the changes in the early process. If a supervisor is unable to put energy into the reinforcement of changes it can really act as a barrier for adoption and this is why the supervision role is so important in change management.

2. Rewards:

Rewards can be a second positive influence when it comes to reinforcing change under a few different situations. Rewards can help identify various performance objectives within a company in which employees can receive various incentives. Establishing things like monetary bonuses, gift card bonuses, free lunches and more can work to reinforce changes alongside recognition from management. Incentives can sometimes be important from the perspective of change and the process of awarding these incentives doesn’t necessarily have to be for a single individual. What is critical with an incentive-based program is that managers and supervisors are able to still recognize excellence in change adoption as well as pay compliments to those who are adopting the changes. Incentives also need to be offered as a direct result of employees successfully and continually implementing the changes in their day to day working life. These rewards are basically designed to affirm a change that has already been accomplished and while they are very effective in the beginning you may need to continue using this incentive program to ensure employees don’t fall into old habits or processes.

3. Ongoing feedback for employees:

Reinforcing changes and improving the adoption of changes also involves dividing feedback to individuals. Changing any company starts at the individual level and less employees know how they are doing with new changes or if they are following the training processes, they can continue making the same mistakes. Management or supervision teams need to introduce time for providing feedback on employees into regular weekly schedules during change implementation. Performing interviews, doing surveys and even just monitoring employees for a few hours each week during change implementation will help them to get the feedback that they need to understand why the change is necessary and how they can improve at adopting the new change. Hearing employee opinion on how the new change is panning out can also be very helpful.

4. Performance management and audits:

Heavy monitoring during any new changes important to make sure that your performance measurements and hypothesis results are on track. Doing a compliance audit fort he adoption rate on changes can also make sure that your data isn’t being skewed in any way. Although nobody really likes the idea of being heavily monitored at work, this is a necessary process for reviewing the performance data of a change and for making sure that all of your employees are receptive/completing the change. This type of analysis can help you to identify various failures with the change, perform corrective action and provide feedback to employees based on your findings.

5. Full accountability systems:

Employees need to be held accountable in performance evaluation, compensation and from management. If an employee is not adapting to change and they are receptive to adopting new challenges there needs to be at least some type of accountability system in place. Having some type of consequence for the failure to adapt to a change or follow new processes is essential. An employee or group of employees need to be held directly accountable for the success or failure of a new change. Managers need to take charge and whether accountability includes write-ups, the chance to move to a different dept or a non-eligibility for incentives programs, a plan must be in place.

Keep these top five tactics in mind for the future of changes in your company.