Planning and Leading Change Management - Special Academic Support

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Nowadays, there are many companies with a significant turnover of both employees and income. No wonder that for these companies, truancy level is an important factor that needs to be monitored and improved. Excessive absenteeism negatively affects the overall workflow and the level of profit and business efficiency. One of the effective solutions to the problem of absenteeism could be a system of rewards, motivation, and flexible working hours, like the Bonusly program. One needs to address some organizational issues prior to implementing the program, such as change management model, employee buy-in, resources, and to deal with employee resistance to changes.

There are several models for implementing change strategies in a companys workflow. The most effective model for the current problem solution would be the ADKAR plan since it offers a structured, elaborate, and phased approach (Smith et al., 2020). The rationale for choosing this model is formulated by the necessity to structurize the process of implementing changes. Since the Bonusly program concerns management bodies and employees, one should ensure that everyone understands the need for change. It constitutes the first point of the model: the Awareness, which is related to the second item, namely the Desire. Thus, if everyone realizes the benefits of changes, there will be a want to apply them, which will lead to successful implementation.

The next important point is Knowledge, namely informing about the details of the process, which is important in implementing the chosen program due to its complex mechanism. Knowledge is an essential part, as powerful changes require appropriate communication (Aguirre and Alpern, 2014). The Ability is the penultimate part of the model, which implies briefings and training of staff to be able to use all aspects of the program. In conclusion, the Reinforcement will be the final stage of implementation. More specifically, it will be necessary to ensure that the implementation is successful and that the full potential of changes has been used. This model is the most effective for managing the organizational change related to the problem since it covers all the necessary stages of implementation.

Employee buy-in is another important issue that needs to be analyzed while implementing the program. This factor may be considered through the framework of two aspects: how employees support the change and whether they agree. Nowadays, the success of a business is determined by how much a particular project is beneficial for the organization (Parker, 2014). Therefore, one needs to be sure that employees support the changes not only because they are obliged but also agree with it so that the work on each project is as effective as possible. The proposed program is based on how to make the work process of employees better. It uses the following methods to create employee buy-in: PTO, holidays, and suitable working hours. No wonder that it would be an effective solution to the current problem: with a satisfactory workflow, the KPI of each employee will be at the maximum levels.

To successfully implement the program, it is also necessary to analyze the resources (training, systems, technologies). Thus, one of the effective technologies is Coast Benefit Analysis, which implies the process of calculating positive and negative financial aspects (Sraders, 2019). In other words, it is the visualization of accurate data that clearly shows income and expenses during the implementation of the program, in the form of a table, a graph, etc. In addition, one needs to conduct training for personnel, which can be in the form of a training program for each employee. Moreover, it is necessary to develop a system for evaluating the changes, which may be conducted by surveys. One may gather the results after a month, half a year, and a year after the implementation of the program, as well as analyze possible tips for improvement.

The methods to deal with employees resistance to changes may include measuring the process. Thus, one of the measurement metrics is organizational performance assessment (Procsi, 2021). In other words, a clear demonstration of the improvement in the workflow after the implementation of the program will reduce resistance to changes. It is formulated by improving the companys overall workflow, positively affecting each employee individually, by salary increases or bonuses. Moreover, it is necessary to provide a structured model for the implementation of changes that is understandable for each employee in order to avoid misinformation.

References

Aguirre, D., & Alpern, M. (2014). 10 principles of leading change management. Strategy+Business, 75(255).

Measuring the effectiveness of change management. (2021). Prosci. Web.

Parker, J. (2014). Measuring project success using business KPIs. PMTimes. Web.

Smith, A. C., Skinner, J., & Read, D. (2020). Philosophies of organizational change: perspectives, models and theories for managing change. Edward Elgar Publishing.

Sraders, A. (2019). What is cost benefit analysis? Examples and steps. The Street. Web.

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