MANAGING CHANGEIN A GROWING COMPANYJames Colón, MBA, SPHR-CA, GPHR
Introduction
Why manage change?
Success!
Change can be a recipe for success or disaster
If done correctly, change bolsters growth and successfully aligns human capital with the strategic plan
If not done correctly, change can be met with much resistance company-wide
How do you manage change?
Steps to Take
Determine what you want out of the change
Develop a plan for the change
Get buy-in from the top down
Communicate with stakeholders
Keep an eye out for pitfalls
Constantly review your progress
What Do You Want Out of the Change?
Why are you growing?
Take the opportunity to tweak what you don’t like
Make sure your vision is built to be viable
Develop A Plan
Does your current mission and strategic plan support these changes?
How can HR best support this change?
Involve various stakeholders
Determine a budget
Have clearly delineated duties
More Planning
Know your limits – do you have the internal competencies to bring about this change?
Set SMART goals for the growth Specific Measurable Assignable Realistic Time-related
Get Buy-In
Make sure the CEO and executive staff are on board
Find a champion at the executive level
Identify who best to work with at each level
Communication
What do you want employees to know?
Ensure your communication is effective Determine who can best communicate Have a communication strategy for different levels of
employees Communicate the same thing in different ways
Keep an open dialogue with stakeholders
Keep your ear to the ground
Pitfalls
Don’t be afraid to alter your plan based on circumstances
We’ll talk more about this later
Let’s Talk About Culture
Why Is Culture Important?
It’s the way your company approaches business
Culture can be a major determining factor in retention and success
Is Your Culture Toxic?
Are there quirks in your culture you want to fix?
Is your culture accepting of change?
Will your culture hold you back in expanding?
How Do We Ensure a Positive Culture?
Include current suitable employees in the expansion structure
Look for promotion opportunities
Provide excellent on-boarding with broad participation
Communicate a strong, positive message through branding
Possible Pitfalls
Look Out!
Recruitment
Lack of infrastructure
Compliance
On-Boarding/Training
Recruitment
Identify recruiting sources early on
Ensure that recruitment requirements are met
Have accurate job descriptions
Know who will be doing the interviewing and train them
Don’t forget about your pay grades
Infrastructure
Are Human Resources, IT, Finance, and Operations big enough to support this growth? Hire infrastructure first so that they can be trained ahead
of time
Will your HRIS support the larger number of employees?
Begin making preparations for self-service if you have not done so already
Compliance
Plan for hot button items: Meals and rest periods Overtime Record keeping Harassment prevention
Have a strong employee handbook
On-Boarding/Training
Make sure everyone goes through new hire orientation Ensure an executive staff member visits to greet everyone
Ensure OSHA training, if applicable
Strongly enforce your introductory period
Rewards
What You Get
Growth that supports the strategic plan
A stronger workforce
Increased credibility for Human Resources
Questions?