Change Management Supports Compliance
How can change management support compliance you say? Stay with me….. Change in the workplace happens all the time, big and small, but if there is usually no or little consideration given to the people or the human aspect in these big or small situations. If it’s not the desired outcome can’t be achieved or it effects a lot more than just that change, in a negative way!
A change management process gives that focus to the people or the human aspect that is required, not just for big changes. Things like, office moves, change of leadership, change of roles, new technology, services or products, change happens all the time in business but not always are the people effected by the change often considered and certainly not consulted.
Under workplace health and safety legislation, it is important to consider any health & safety impacts on workers as a result of the change. This is emphasised more so through the introduction of psychosocial hazards which emphasises the psychological impact on people and there providing some focus to the human aspect of any change in the business. Change management adds structure and intent for moving employees through the psychological change cycle to a point of acceptance, engagement and change adoption. Change management can shift employees from preventing and managing resistance to engaging employees and building enthusiasm and passion around the change. Change management therefore supports compliance with workplace, health and safety legislation.
Employees need to be properly supported, consulted or prepared. People who feel heard, informed and equipped, adapt faster without resistance. It’s important to think about people’s emotions, communication, participation, impact and leadership support.
Change management, on a scalable level, is important for any time of change in the workplace big or small, but let’s focuses on a merger or acquisition. You may be surprised that before, during or after a merger or acquisition, the human factor actually gets lost because there is such a focus on everything else (literally), processes, technology, finances and customers. So employees and employee related issues are just there to go through it without the focus they require – from a people focused due diligence looking at leave entitlements, outstanding issues and risks, compliance, performance considerations, succession planning, training and development and cultures before the deal is done, through to industrial relations considerations, organisational structuring, leadership and resilience during the process and workforce planning and evaluation afterwards!
At HR Business Direction we can help with managing change in your workplace, big or small, and through Intégrowth, manage the people side of Mergers and Acquisitions.
Related articles: Change management needs to be applied so the human factor is always considered. ; Why a focus on people is integral to Mergers & Acquisitions; Things to know about before a merger or acquisition; Integrowth
Leisa Messer BBus(HRM); GradDipIR; FCPHR
Managing Director | HR Strategist
leisa.messer@hrbd.com.au
07 3890 2066
hrbd.com.au