The introduction and implementation of new strategies (processes, practices, values, etc.) can become a challenge even in a relatively small company, not to mention big business. However, having a well-defined plan of action, the process of introducing innovations can pass quickly and painlessly. We offer a fairly simple multi-step algorithm that will help solve your problem.
1. All new strategies must be consistent with the company’s existing values
If one of the values of the company is 100% commitment to perfection of customer service through honesty and compassion for one’s neighbors, then launching a new marketing strategy based on understatement and the desire to get blind adherence to youth will be problematic enough. After all, the new idea goes against everything that you postulated up to this point.
The fact is that your employees are also people, and they chose your company not only for a good salary, but also because it matched their ideas about the ideal job. And if you change the vector, then your best people can disagree with such a turn and leave the company. You will lose not only qualified personnel, but also a reputation, followed by money (and maybe the business as a whole).
2. Strictly limited number of changes in a certain period of time
You do not need to change everything and take the run. Think about the fact that it will be very difficult for your people to reorganize to work in a new way, they will feel lost, divorced from the usual way, will be nervous and fuss. So, they will not work effectively. Do so that the entire list of changes has been broken up into thematic groups and the innovations themselves were introduced gradually, a new dose was added only after people get used to the previous one and bring their actions to automaticity.
3. Confident management actions
Managers of the company should be part of the process of change, not just advisers who help the council when something goes wrong. Leaders can be the main reason why the locomotive of innovation will not move off the track on the road to success and change. There are two explanations for this:
First, they can turn out to be terrible retrogrades and not see the meaning in all these top-down changes. Therefore, they will infect members of the team with their skepticism.
Secondly, management often thinks that it is its duty to sit on the throne, while the attendants are engaged in the implementation of new strategies. People do not see the involvement of management and stop working in this direction.
4. Constant reminder of the importance of new strategies
In the company, everyone usually works on his task and does not see the picture as a whole. Because of this, sometimes it seems that the chosen path does not bring any results. In addition, most people do not like change (hello from our distant ancestors, who are afraid of everything new, strange and unknown, because this was a condition for their survival). Therefore, constantly remind the staff how the current process of making changes to the company’s activity is important for you and accentuate any, even the smallest, successes.
5. Training and information support
People may feel insecure when introducing innovations if they lack the knowledge, information or competence to solve problems in a new way. Give them the opportunity to fill these gaps and feel more confident. Individual courses are an ideal option, but open access to the Internet to relevant forums or a remote consultant is also quite suitable.
6. Flexibility in solutions
The plan for implementing changes must always be kept before our eyes, but at the same time remain flexible enough to make changes and commit more effective actions, if such an opportunity appears in the process of introducing innovations. The possibility of adjusting the plan is something that will help your people feel more confident if something goes wrong. Nobody likes it when they drive it into a tight framework, but move in a boat without oars to the waterfall – all the more so.
7. Praise
Success should not go unnoticed. Everyone loves to be praised. And if you praise at such a crucial moment, it is more valuable than doubling. Be sure to note the achievements of your staff in the implementation of new strategies. This will show people that it is possible to achieve this goal and will inspire them to work harder in the given direction.