BUS643 Study Guide

Unit 4: Talent Management and Facilitating Change

4a. Analyze how employees in a given organization can effectively contribute to a change process

  • How can employees create change during the change process?
  • Why is it important to support employees during the change process?
  • Can employees be responsible for an unsuccessful change process?

Once employees understand the need for change and actively participate, they need to be supported by management. In addition, employee contribution may include training other employees in the change process. Employees may feel more comfortable understanding the new change expectations if another employee shows them how and explains why it is needed.

Leaders can observe which employees have made the necessary changes and understand the process, and those are the employees the leader can focus on to train other employees. This may result in employees leading the change. By supporting employees during the change process, a leader can better enact necessary changes and gain the support of all employees in the process.

To review, see Why Are Employees Vital to the Change Process?.

 

4b. Determine what a leader can do to impact change in a given scenario

  • How can a leader impact change?
  • Why is it important for a leader to support employees during the change process?
  • What can a leader do with employees who do not want to change?

Good leaders can facilitate change in a variety of ways. By understanding what changes are needed, ensuring that employees are being trained appropriately, and encouraging employees to help each other through the process, a leader has a better chance of experiencing effective change management.

Employees who fight the change or do not want to change should be handled immediately so that other employees do not follow their behavior. A leader can facilitate change by checking in with employees regularly and ensuring changes are being properly made. If an employee demonstrates behavior that is not conducive to change, the leader must meet with the employee to determine the problem and how it can be fixed. If the behavior continues after a few meetings, then it is time to use a performance improvement plan with said employee.

To review, see Steps Leaders Take to Facilitate Change.

 

4c. Analyze the change management process from the employee perspective in a given situation

  • How can you understand change from an employee perspective?
  • Why is it important to understand change from an employee’s perspective?
  • How do employees affect change?

A leader needs to understand why some employees take to the change quickly while others do not. Understanding the change process from the employee perspective is important to create effective change. This is true not only for those employees who are helping to lead the change but, perhaps more importantly, for those who are resistant to change. You can gain their perspective on the change by speaking to the employees directly about the change process.

For example, you may ask them to clarify the need for the changes to ensure they understand why the change is necessary. Or you may ask an employee who is resistant to change how they view the change process and what they believe the result will be. By asking probing questions, you will better understand the employee's perspective. Depending on the response, you may need to conduct additional training or give all employees a better understanding of the process.

To review, see Employee Performance and Motivation.

 

4d. Analyze how to track follow-through with employees in a given situation for better management

  • How can a leader track follow-through with employees?
  • Why should a leader track follow-through with employees during the change process?
  • What is an example of tracking change with employees?

Following through with your team and any employee involved in the change will be important during the entire process. This may be conducted in one-on-one or team meetings or casual meetings in the hallway. Asking follow-up questions will be important to ensure a general understanding of the change process. While it may be true that the employees will make the needed changes, leaders will supervise that change and ensure it is conducted correctly. Employee follow-through is important during this time.

Tracking change follow-through can be conducted in a variety of ways. You may keep an electronic spreadsheet of the changes and progress. This may also be conducted with written notes or an electronic file that everyone on the team adds to as they perform their individual parts of the change process. As a leader, you should review this process regularly and, if necessary, ask follow-up questions if something is unclear.

To review, see Follow-Through on the Change Process.

 

Unit 4 Vocabulary

This vocabulary list includes terms you will need to know to successfully complete the final exam.

  • employee contribution
  • employee follow-through
  • employee perspective
  • facilitating change
  • tracking change follow-through