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Managing the human side of change
1Department of Nursing, Kean University, Union, New Jersey, USA.
Orthopedic Nursing
|December 2, 1998
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.
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.