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Managing the human side of change

S W Salmond1

  • 1Department of Nursing, Kean University, Union, New Jersey, USA.

Orthopedic Nursing
|December 2, 1998
PubMed
Summary

Organizational change initiatives frequently fail due to neglecting the human element. This article offers 12 steps for effective transition management and preparing employees for change.

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Area of Science:

  • Management Science
  • Organizational Behavior
  • Human Resources

Background:

  • Strategic plans and change initiatives often fail, not due to flawed ideas, but because the human element of change is overlooked.
  • Successful change requires a strong focus on transition management and employee engagement.

Purpose of the Study:

  • To propose a structured, 12-step process for managing organizational transitions.
  • To provide strategies for preparing employees to be "change-ready" and for managers to facilitate this process.

Main Methods:

  • The article outlines a 12-step model for transition management.
  • It details practical strategies for both employees and managers involved in change initiatives.

Main Results:

  • A systematic approach to transition management can improve the success rate of change initiatives.
  • Proactive employee preparation and managerial support are crucial for navigating change.

Conclusions:

  • Addressing the human side of change through effective transition management is critical for achieving desired outcomes.
  • Implementing the proposed 12-step process can enhance organizational adaptability and employee readiness for change.

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