An influx of change is a predominating factor within an organisation which might create a notion of fuss among employees and managers. There might be a pessimistic approach towards loyalty, commitment, motivation and trust among the employees who might also result in job insecurity among managers. This dissentious approach can be reduced when there is better management of change. The facility manager must be prepared for these types of changes so that there is a smooth process within the organisations.
When employees require change, it might be expressed through their behaviour and not through their direct expression. The manager, on his/her behalf, has to observe and perform management interactions in order to understand when the employees require change, and this is the best tool of the manager. Change is welcomed when the impact is not menacing and when there is a support to the environment, organisation and which strengthens the employees and empowers the entities.
The technological and administrative change may be classified as innovative, adaptive as well as radically innovative, wherein:
The adaptive evolution is the least complex or threatening or uncertain which might include department consolidation or hiring of new personnel.
The innovative change includes a medium degree of cost and complexity, where there might also be an inclusion of threat and uncertainty. There might be moderate resistance which provides for new focus like an offering of flex time. There are high complexity and cost in the radically innovative change where there might also be an inclusion of an exceptionally threatening situation regarding confidence and job security. Since there will be significant resistance, there might be an inclusion of downsizing, outsourcing and reorganising.
The facility manager must keep in mind that change is essential for every organisation to remain at par with the competitive environment. The organisational change is not just about revamping the existing program or hiring a new employee because the main aim of the organisational change is to avail the evolution of an organisation. The change must be driven by a purpose and should not be undertaken for the sake of change.
The success of an organisational change begins with the top management whereupon the presentation of a strong idea, there might be an implementation of transition from an overall perspective. There should be a collective team effort, i.e. impactful communication which will result in an intense change.
The facility manager must keep this vital nitty-gritty’s in mind so that he/she can add his/her part in implementing the effective organisational change so that there is an overall benefit to the organisation, which might further result in a cost-effective success.