Benefits_of_Innovation_and_Change_for_the_Organisation

Increasing productivity, improving processes, offering improvements and more choice to our service users and decreasing costs are some the most easily recognisable benefits of innovation. While the benefits of change leads to greater organizational effectiveness. By addressing staff’s concerns, I can accelerate the adoption of new processes and technology that boosts organizational effectiveness and efficiency. By placing people front and center in the change process, it improved work quality and morale thus improve the service we deliver to our service users. It enhances communication by encouraging dialogue and circulating the information people need to know leads to a more cooperative, and more productive, environment. A carefully thought-out approach to change reduces stress and turmoil and encourages people to stay loyal to organization which minimizes staff turnovers. Having an effective organization with good morale and knowledgeable employees deliver the benefit most changes are designed to provide - better and more cost effective service to service users. Communicating and Implementing the Change Strategies for Successful Change There may be one or many driving forces initiating change in our organization. Groups will usually respond to a driving force by showing resistance. If you push, people push back. I believe that fear of change can be as disturbing as the change itself. Some staff might feel more pressured which may lead to resistance. Others may adapt, agree and accept the need for the change. The following strategies can be used in by the company to decrease the resisting forces to change in any organization. Strategies Communication Providing adequate information and make it available to all employees on the need for change in order to gain their trust and support. Making the purpose of the change clear and ensuring that staff understands the idea of change. Good communication can be attained through proper channels and procedures such as supervision, appraisal, team meeting and documented through minutes of meeting. Even through handover and without undermining the use of written information in the communication book, memorandum, announcement and emails. Involvement / Participation Involve everyone in planning and making the change. It is much easier to support something you have a stake in. If possible, committees using small groups of people should be set up to review and make recommendations for change. Surveys and newsletters are also tools that can be used. I should match the personal goals of the staff members to the objectives of the change. The change will be resisted if it blocks personal goals. Support Managers like me needs to be prepared to spend extra time with staff members who have difficulty accepting the change. Me as the person initiating the change, I should be seen by my staff as trustworthy and credible.