Workplace change management is the process of helping people make the transition from old to new workplace environments. This usually involves a number of significant mindset shifts:
- the changing nature of work and the need for a corresponding change in workplace
- attitudes to space ownership and entitlement ("my space" to "our space")
- aligning workplace with work process
- use of technology and the shift to digital working
- mobility and choice (work where you like, when you like)
- "anti-presenteeism" - the art of managing or being managed remotely
- inter-generational collaboration
- the three "C's" - collaboration,
concentration and confidentiality - in an open workplace.
The key to achieving these shifts is communication, sending the right messages at the right time. And this communication is not just about "telling". It's as much if not more about "listening" and creating the right forum for constructive, productive discussion. It's about giving people a voice, allowing them to ask questions and express concerns, about giving them the opportunity to participate in the decision-making process or, if this is not possible, explaining why. It's about helping them take ownership of the new workplace, to want to make it work, not only for the benefit of the organisation but for themselves as well.
Workplace change management is most effective when it is done from within the organisation, be it from the top down or from the bottom up, or both. Our role is to help craft the strategy, train the trainers and then mentor the execution. Our skill is to understand the appetite for change, to anticipate the reactions, to know the precedents and the exemplars and to know when to push and when to pull back.
The legacy of our work is the ability for the
change process to live on, to evolve and grow, for a new workplace
is the start of the journey not the end of it.