There is a saying that "the only thing constant is change." All of us experience some form of extensive change in our lives and in the business world, change seems to be an ongoing endeavor to implement increased profitability and efficiency. This comes in the form of consolidation, downsizing, changing job descriptions and duties, automation, technological improvements, continuous improvement training and other measures to improve business results. However, many businesses and organizations ignore the first and foremost obstacle to change, which is the fact that virtually no one likes change. When employers execute a change in the work place, typical employee reactions are:

· Well here we go again!

· Is this going to affect me?

· Am I going to have to learn something new?

· This is only going to create more work for me.

· They tried this before ...

Recently I heard a story of a company, who released a number of personnel in a downsizing effort, and the president told the remaining employees, "Change is good and if you don't like change, you shouldn't be working here." I highly doubt that this message was accepted in a positive manner.

Besides ignoring the fact that change will not be readily accepted, many company's initiate change without consideration if it falls in line with their strategic plans. In fact, many times changes are made as the result of desperation. If you are going to implement some form of change in your organization, follow these simple steps.

1. Ask yourself if the Change falls in line with your strategic objectives.

2. Be aware that there is likely to be some adverse employee reaction to Change.

3. Devise a PLAN as to how you will formulate and initiate the Change.

4. Before initiating the Change get employee input. Ask them what they think; "How should we do this?" If it is their idea, they will more readily accept it and they will become a part of the Change instead of an obstacle to it.

5. List, clarify and quantify the adverse affects (if any) of the Change to your employees. Be honest and upfront.

6. List, clarify and quantify the benefits of the Change to your employees. (Give the "bad news" first and the "good news" last, as the last impression is more lasting.)

7. Communicate the Change to all employees from the standpoint that it will be beneficial to them all. Avoid the "we have to do it" and "that's the way it is" approaches.

8. Be prepared to address both negative and positive reactions and allocate time to discuss these reactions with your employees. Do not be vague in your communication as this implies there is "something hidden." There is nothing employees dislike more than a lack of information or the feeling they are being "left in the dark."

Remember that Change affects those attitudes that are the cornerstone of employee moral and productivity.

Submitted by Mike Kirkhoff, Regional Vice President of the Resource Development Group LLC, Copyright by The Resource Development Group LLC, all rights reserved.