Change in an organisation can be a little daunting, people get dragged out if their comfort zone which for some can have a very negative impact on their performance. During change, a loss of focus can be a real danger for the organisation as people start to become wrapped up in the process.
In my experience successful change programs have been the ones where a lot of thought has gone into internal communication, not just in terms of the message but also it’s delivery. What has also been effective is involving key stakeholders in both the formulation of the change strategy but also it’s execution. There needs to be a real feeling of “all in this together” as opposed to people in the field feeling that support centre teams are removed from the process.
Sorry if this is a shorter post than usual but it’s been a very hectic couple of days but I will try and post more later
random outpourings 