Change management is a term that gets used fairly loosely when companies hope to implement change. It can seem fairly straightforward – the company wants to move from y to z. So, how do the leaders make it happen? Well, through Change Management, of course. But what does that mean really?
No one looks forward to the day you get the call stating you are “being let go” or the “company is restructuring”. Outplacement is meant to be a support program many former employees rely on to ease their transition to a new job — it should reflect the concept of a ‘duty of care’ by the employer to the employee.
Derailing behaviors can stunt careers and impede goal achievement. Executive coaching can effectively counter the negative impact of these behaviors. Here are the 10 signs we often see in employees who need the support of an executive coach:
A person’s career is a cornerstone of their life. Whether you live to work or work to live, your job becomes an integral part of who you are – and an essential part of your overall wellbeing.
However, sometimes organisations are forced to restructure, causing anxious moments for all staff. Not only do redundancies directly affect exiting staff members and the manager responsible for facilitating the exit, but they can also have an indirect effect on the remaining team’s morale and engagement.
In a world where disruption in the workplace is rapidly becoming the new norm, prioritising the management of people is now more critical than ever.
Let’s take the big retailers as an example. Around the world, retail giants are facing huge amounts of disruption by new and more innovative online retailers.
In the last week or so, we have read about the massive global restructuring projects about to be undertaken by both Malaysian Airlines (6,000 redundancies) and HSBC Bank (60,000 redundancies). Both of these announcements are transformational to the respective organisations and will have a profound impact upon the employees leaving the organisation, as well as those who remain.
I recently read an article by Alan Kohler which highlighted the technological revolution at our doorstep and the indiscriminate impact it will have on all forms of labour.
There is no denying that our employment landscape is radically changing. The normalisation of robots, 3D printing, and other super smart technological innovations in the workplace are slowly replacing human jobs. Their low cost, high productivity, and negligible margin for error are too compelling to resist and are increasingly becoming vital in order for businesses to stay competitive.
What do you as an organisation do when confronted with change? Particularly when there is a level of ambiguity around how things are changing?
This week’s Budget has had an uncontrollably ruthless impact on many Government organisations, and more importantly, the employees within. The uncertainty Tuesday’s announcement has created is profound, and the question all employees want answered is, “What does this mean for me?”