The goal of an organizational transformation is to improve upon a company’s existing corporate culture to be successful in the future. While there are many indicators that reveal a company’s need for an organizational transformation, the three most common reasons are:
- Leadership may communicate poorly, which can lead to employees not being trained correctly.
- The company could be underperforming in its quarterly and yearly goals.
- High turnover rates could indicate a problem with company culture.
While the idea of an organizational transformation may sound daunting to a company of any size, it is a necessary step to take for a company to become a leader in its field. When looking to assemble a team to implement a company’s transformation, the obvious first choice would be the CEO, followed closely by the president and then other senior leaders.
One integral part of an organizational transformation is the pivotal role of the HR professional. In this blog post, a few important roles for the HR department will be explained. Without an HR professional leading the charge, the organizational transformation could fail before it even starts.
Culture and Communication
Change is difficult. There will never be a time where every employee will be on board. To help address these employee concerns, the right communication channels need to be in place. Feedback loops, which are essential to the success of any reciprocal relationship, can be utilized before, during and after the organizational transformation. Not only will feedback loops promote two-way communication, but employees will feel as though senior leadership hears their concerns.
Another way to improve company culture during an organizational transformation is to make the employees feel as though they are a part of the process. Something as simple as asking for feedback can lead to acceptance and a positive change in culture. Great communication loops and listening to employee feedback can improve company culture immensely.
For the entire company to understand the changing culture, successful communication is key. Thankfully, HR specializes in understanding the company’s culture and has the authority to communicate with every level of the company.
Helping Employees With Transition
HR leaders can bring more to the organizational transformation team than just being an employee representative. During the hiring process, HR leaders use their knowledge of the company and talent management to make sure potential candidates’ skills are up to par. While in the process of an organizational transformation, HR leaders should do the same with current employees.
One way to do this is by identifying talent gaps between employees and deciphering the best ways to train different departments. The first step is to make sure the employees know why changes are being made. Thorough communication is crucial for employees to accept the transformation. Start by being honest and sharing what employees should expect when going through this transition. This information should include:
- Why things are changing
- What will be changing
- When it will be changing
- How it will be changing
Organizational transformations are put into action with the intention to improve the state of the company. An organizational transformation for a company of any size is easier said than done, and each company will have a different approach to how it handles its transformation.
When your company is looking to build the perfect team to lead an organizational transformation, HR professionals should be top of mind. They can help structure communication, keep a focus on the company’s culture and help transition current employees.
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