How to Implement Process Change Management The Right Way

Process change management simply refers to the capacity of an
organization to handle changes in the existing and to-be-implemented
organizational processes. The shorter name for process change
management is process management – both refer to the same function.

The problem though with many organizations is that they resort to
massive or ambitious ways to manage changes in an organizational
process. These overkill efforts may not even be effective at managing
those changes, because problems which have occurred in the past may
still re-occur after the ambitious methods have been completed.

The decision makers may resort to overkill because they have
overestimated the causes of problems in the first place. For example,
if the problem of low employee morale has caused the business process
of productivity to go down, the decision makers might try to address
the problem by penalizing employees if their productivity goes down a
certain level. Does this work?

It might but in many cases it does not because the cause of low
employee morale has not been addressed. A better process change
management measure would be for the organization to host employee
relations sessions where facilitators would try to uncover the real
reason for low employee morale. Perhaps the employees dislike a
certain policy that has been set in place and find that it derails
their efforts to motivate themselves to increase productivity. Maybe
they can even point to a particular person (like a terror supervisor)
who has caused their morale to go down in the first place. Applying
the carrot instead of the stick (meaning, motivating employees to
work more effectively and efficiently by helping create an
environment open to hearing their grievances would be a much better
solution to boost employee productivity, than simply penalizing
anyone whose productivity goes down.)