1. Identify the need for change: think about where you want to be in the future; look at what your competitors (and other companies) are doing.
2. Recognise that your systems and processes are not perfect; encourage employees to identify problems and opportunities.
3. Prioritise changes which offer the greatest potential benefits.
4. Aim for a programme of continuous change in small steps, rather than a few large changes; consider piloting risky changes.
5. Clarify the reasons for the change; confirm that the reasons are in line with your overall business objectives.
6. Think through the implications: for example, costs, changing requirements for personnel and skills, alterations to systems and policies.
7. Take advice from contacts or advisers with experience of the kind of change you want to implement.
8. Drive the change; make it clear that the change will happen, set a timetable, and plan how you will measure the results.
9. Assign responsibility and clarify individual roles; encourage employees to take an active role in delivering the change.
10. Sell the change to everyone who will be affected - for example, employees, customers and suppliers; explain the business benefits.
11. Answer individuals’ concerns and fear of change; clarify the implications of the change for individuals and teams as well as the whole business.
12. Continually communicate; get feedback and suggestions.
13. Monitor progress against plans; tackle problems as soon as they arise.
14. Reinforce the change; point out the benefits which it has delivered.
15. Continue to look for further opportunities for change.
Do's & Don'ts
Do:
Create a culture of continuous improvement.
Think through the implications of planned changes.
Expect, and deal with, resistance to change.
Communicate.
Encourage employees to contribute and get involved.
Don’t:
Stand still.
Underestimate or ignore employees’ resistance to change.
Ignore the impact on customers and suppliers.
Try to implement too many major changes at once.
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