The year is coming to an end, and it's time to look ahead and prepare 2023 plans. But most plans involve some degree of change, especially in disrupted times like these. What can we do to better manage and direct upcoming changes for organisations and people?
People Matters asked talent acquisition expert Michelle Yong, Head of Resourcing at Shell, to share some thoughts and tips on change management. Here's her advice in advance of 2023.
For some context, what kinds of change might leaders find themselves facing?
To broadly categorise the types of changes an organisation might go through: firstly, there are planned changes, such as changing the business model, or mergers and acquisitions, or implementing new technology. What triggers the change may be disruptive, but the organisation ultimately controls the decision to change and how to plan and implement it.
The other type of change is disruptive change. That might be political, like the war in Ukraine, or COVID-19. It might even be an indirect impact, such as China's zero-COVID policy impacting the supply chain and creating a shortage in items like semiconductors that are central to a business model.
When it comes to disruptive or unplanned change, is there a point where leaders need to step in and actively manage the change, rather than letting it resolve itself?
There are three points to consider. One, if it affects the well-being and the performance of our employees. If employees' well-being is not taken care of, they will not perform well, they may disengage, there may be a high attrition rate.
Diese Geschichte stammt aus der December 2022-Ausgabe von People Matters.
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Diese Geschichte stammt aus der December 2022-Ausgabe von People Matters.
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