When you think about the millions of dollars organizations spend each year onto it programs of work, wouldn’t it be prudent realizing that employees actually understand and most importantly embrace the reason behind the changes? There is certainly one way of ensuring that employees and their managers ‘ve got the message and truly understand the reason why for the new system execution. And this is the means that you communicate change.

Let’s focus on reviewing how most organizations control technology structured change. If your organization’s approach to this type of change is new skills training and employee communication strategies that include stakeholder management (translated briefings), intranet and email improvements then that isn’t managing change, it is focussed on information rather. So what is the difference and just why do we have to do any other thing more than provide information?

  • Uphold Confidentiality of Student Information
  • Maptive (shameless plug)
  • To identify and solve work related issues that interfere with creation
  • A long-term focus on enhancing and reforming the legal systems

IT systems aren’t introduced for the sake of a fresh system itself, they may be released because there are advantages to be realised from a business management perspective. Let’s look at a good example. This financial services organisation was introducing a new back again office system. In the past employees worked well in separate divisions so customers were transferred from one area to another to process their request. The brand new system meant that all of the customer details were available these days to employees and that they would now work in groups and “own” the customer from the commencement to get rid of of transaction.

It was a complete system and work style change so before specific system training was presented a simulated workshop was founded and employees were taken through the client experience. It was important that they comprehended the huge benefits to the customer by looking at the changes through the eyes of the customer. This way we created the “Aha” moment, employees got the message than any intranet better, information session or email bulletin could have conveyed it. And when employees went into system training they obviously understood the benefits and business reasons behind the changes. The five key what to remember when communicating technology changes.

1. Be clear about the business reasons for the changes – who will benefit and exactly what will those benefits be? 2. Establish why those benefits are essential? Exactly what will the impact be on the business? 3. Decide the key messages for your details strategy – what will you need to connect, to whom and when? 4. Concurrently design an engagement strategy at key points in your project plan that will participate employees at all levels in the explanation for the technology changes.

5. Remember to ensure engagement the message is not about the system itself but about the business reasons for the changes. Finally, as change management professionals can we take the same approach to controlling system changes and use it to every new business? The answer is obviously no because as every organization’s culture is different, so it follows that every method of change management and employee communication must vary to increase the investment and potential of the machine changes that are applied. Marcia Xenitelis is an established authority about them on change management and has spoken at meetings across the world.

CSR reporters are always torn between reflecting the business’s position in a fair and well balanced way, sticking with management needs and working within confirming frameworks conscientiously. By remembering that individuals write reports, you will be more balanced in your criticism, if you have criticism. A good example is the 2008 survey from Seiko. Sorry, but it’s everything a CSR report shouldn’t be. But somewhere in Seiko there is a CSR person aiming to do his / her best with the limited scope the business allows.

The starting remarks by the Chairman, President or CEO, or all three, are quite telling. Following the opening remarks, there are a number of methods for you to go. You can keep on reading. You are able to look for something specific. You are able to visit a section of interest. You can go for a pizza. If the Big Chief has said something meaningful, you might want to pick a thread and abide by it in the record. If you have a particular issue or prejudgement about the business, you can dive in to see what they report about this. If something is topical currently, such as environment change, you may first want to visit there.