Introduction
An organization’s growth and development are solely reliant on its ability to manage change effectively. Nevertheless, it is crucial to note that while change is invaluable, effectively implementing it may come with many challenges that necessitate careful evaluation to ensure that the intended change efforts are achieved. Hence, creating short-term wins that will generate sustainability while implementing the change process is necessary. This discussion will explore the various concepts related to creating short-term wins to ensure the sustainability of the change efforts.
Creating Short-Term Wins
An effective change process relies on the ability to create short-term wins. This process provides immediate feedback, which is necessary to motivate the team. Errida and Lotfi (2021) also note that short-term wins will help build the required momentum and transparency during the change process. Hence, these short-term wins will help showcase to the employees and the stakeholders that progress is being made and that the efforts are bearing positive results.
I am to identify specific goals and objectives for my team to facilitate short-term wins. This will help us create goals that can be achieved quickly. However, it is important to note that these goals should be tangible and measurable and must align with the organization’s change initiative. For instance, if our goal is to improve customer satisfaction levels within the organization, the short-term win will be to create satisfaction scores that must be achieved within a month.
After drafting such goals, the next step will be communicating them to the relevant stakeholders. I will share them with the team members to ensure they understand their roles in the planned change process. Nevertheless, I also acknowledge that offering them the required resources, such as training and support, is important to enable them to perform their assigned roles effectively (Fragouli & Tourlaki, 2020). Regular feedback and recognition are also important as they will help acknowledge their efforts and motivate them to continue working to achieve their goals.
I will also encourage collaboration and teamwork within the team to maximize the chances of success. However, I will be cognizant that creating a supportive and inclusive workplace is essential for cooperation and teamwork since it is in a work environment where it is easy to share ideas and support each other to achieve their short-term wins (Fusch et al., 2020). Hence, this can be achieved through team-building efforts, regular meetings, and open communication channels.
Moreover, it is important to celebrate and communicate the short-term wins achieved. This approach will create a sense of excitement within the organization and momentum around the change initiatives. When the success stories are shared, and those individuals putting in the effort are also recognized, the team will be motivated and inspired to continue achieving their short-term wins. Nevertheless, it is also crucial to continue assessing and adjusting to the goals and strategies to sustain the momentum generated with the short-term wins (Errida & Lotfi, 2021). This will help the team to maintain focus and be motivated. It will also help them realize that the wins achieved will eventually contribute to the long-term objectives of the organizations and the change objectives.
Sustaining Change Efforts
It is important to sustain the change efforts even after achieving the intended goals. This is because various challenges, such as burnout and resistance to change, always result while implementing the change efforts. Hence, the organization should be ready to implement proactive measures to prevent such challenges and ensure that changes are successfully implemented. For instance, it is important to prioritize employee well-being and provide them with a proper balance in their work and social life to prevent burnout challenge (Fusch et al., 2020). This can be achieved by providing them with flexible work arrangements and promoting a healthy workplace. Ultimately, this will result in increased employee satisfaction and reduced stress levels, thereby contributing to the sustainability of the change efforts.
In the same way, it is essential to have frequent employee check-ins and open lines of communication in order to keep them well. There are ways that can be used by employers to respond quickly to such issues. This will help foster a culture that supports and appreciates work-life balance. To illustrate, there is an option for institutions to take on-board measures like regular team meetings, one-on-one meetings, check-ins with supervisors, or anonymous suggestion boxes targeted at enhancing open communication channels. By doing this, employees would have much inclusiveness and confidence while expressing their concerns without undue punishment.
Further sustainability in the change efforts should follow by integrating the changes into the organization’s culture and processes. Specifically, existing organizational systems and processes will align with such change efforts. Among them are performance management systems, reward and recognition programs, and training and development schemes. It has been noted by Fragouli and Tourlaki (2020) that this will help entrench the expected change into the DNA of an organization so that it becomes part of its daily activities and is more likely to be sustainable in the future. As an illustration, if metrics that include these goals become a part of the performance management system or reward program, this would acknowledge those staff who are contributing to striving for change in any manner.
Sustainability also depends on ongoing observation and appraisal of change’s efficiency. The firm should be well prepared to get feedback from employees regularly, as well as customer feedback and insights into performance metrics to determine areas for improvement or change. Consequently, such quick adjustments will allow the organization to ensure its change initiatives remain meaningful and useful. For instance, the firm can identify dissatisfied consumer requirements created by implemented changes and correct them using customer reviews.
Conclusion
The organization’s change process hinges on its capacity to produce short-term successes and sustain the change endeavors. The short-term wins will enable it to gain momentum and establish legitimacy for its change agenda. Moreover, an organization can make its change program sustainable by taking a proactive approach and forestalling any problems that may occur during its implementation, like burnout, which employees might experience. In conclusion, the staff’s well-being must be paramount, and the change efforts should match what is culturally acceptable in the firm if they have to last long.
References
Errida, A., & Lotfi, B. (2021). The determinants of organizational change management success: Literature review and case study. International Journal of Engineering Business Management, 13, 18479790211016273. https://doi.org/10.1177/18479790211016273
Fragouli, E., & Tourlaki, T. (2020). Leading change and crisis: how transformational changes can be successful nowadays? Global Research in Higher Education, 3(3), 22-41. http://dx.doi.org/10.22158/grhe.v3n3p22
Fusch, G. E., Ness, L. R., Booker, J. M., & Fusch, P. (2020). People and process: Successful change management initiatives. Journal of Sustainable Social Change, 12(1), 13. https://doi.org/10.5590/JOSC.2020.12.1.13.
write