Change management is a hot topic, especially with today’s changing economy. As managers we are constantly looking for new and innovative ways to handle change while communicating with our employees. Of course, we have to understand change ourselves, and one of the best ways to expand our views is by taking a close look at the Change Management Iceberg.

Created by Wilfried Kruger, the Change Management Iceberg encourages managers to begin looking at the entire picture. Most managers focus more on the tip of the iceberg, or what we can see above the surface, while forgetting that most icebergs extend below the surface as well.

At the tip of the iceberg sits “issue management,” or issues pertaining to cost, quality, and time. Below the surface are two additional categories to consider, including they way we manage perceptions and beliefs as well as power and politics management.

Before you can manage the reactions or issues arising from either of those two categories you must remember that change impacts people on every level of the organisation. Those people generally divide themselves into four distinct categories:

• Promoters, or those who support the change;
• Potential promoters, will likely support you but may not be convinced yet;
• Opponents, are verbally against the change;
• Hidden opponents, appear to support change but secretly despise it.

Remembering that there are different categories of people with different belief systems involved in change will help you to better handle their objectives and work towards a positive outcome. Failure to recognize that there are people who are bound to have positive and negative reactions will only result in disaster.

Are you prepared to handle change? Can you identify those in your workgroup and how they might align themselves?

Thanks again,

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
FREE email course “Improve Your Management Skills”

Today we’re going to work a little bit on our communication skills. As managers we have a pretty good understanding of the value of our total compensation package, meaning not only wages but benefits as well.

Unfortunately, most of our employees look only at their wages, or what they’re able to take home and spend. Many don’t realise that their benefits packages cost quite a bit of money as well.

Imagine now that you have an employee who has just entered your office to give notice that he will be leaving for another job. He truly believes he will be making more money, but upon further questioning you realise he will be making only a small percentage more when it comes to wages and he will be losing out on a large portion of his benefits.

What would you to do explain the overall value of the compensation package he is receiving from your organisation? Do you think your explanation would be enough to change his mind? What steps will you take to communicate how much the organisation appreciates his work?

These are two issues I have always dreaded: compensation and resignations. Putting the two together should give you a chance to look closely at each so that you’re prepared to address any situation that arises.

Thanks again,

Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
FREE email course “Improve Your Management Skills”

Employees who feel appreciated are more likely to stay motivated and productive than those who feel neglected and unhappy. Motivating your employees by throwing in a few incentives doesn’t have to cost a fortune and can actually be fun. Here are a few things to consider:

Flexibility

Reward your employees for their hard work and dedication by giving them extra time off, flexible schedules, or part-time hours on certain days. This type of time-based incentive works well for your most mature employees because they’ve worked hard for years and may be looking to make changes. Being flexible will allow you to keep a great employee while motivating him to stay loyal and remain in the workforce as opposed to retiring early.

Flex time during the holiday season is another great incentive. Allowing your employees to flex their schedules a little will have a significant impact on the number of last-minute callouts you experience as people become stressed over shopping and holiday preparations.

Understanding

One of the biggest complaints I hear from employees is that their managers simply don’t understand how hard they have to work. Encourage your managers to give their team members a break by taking over their desks for an hour, half day, or even a full day. Your employees will feel appreciated and your managers will get a better understanding of how their employees feel as they work through their day to day tasks.

Take a Field Trip

Every once in a while, whether it’s once per quarter or twice per year, shut down for a half day and take your employees out to lunch, to see a movie, or even to the local arcade or bowling ally. Doing so will prove to your employees that you value their hard work and effort while at the same time promoting an enjoyable work atmosphere that your employees will look forward to each day. Some employees would rather earn a little less to work in a fun environment than take higher pay to work in a miserable place. Take advantage of your ability to promote a positive work environment.

All of these motivational techniques will keep your employees happy without you having to fork over cash in bonuses or extra pay. Your team members will appreciate your efforts and as they become happier with their jobs you’ll notice an increase in productivity – guaranteed!

Thanks again,

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
FREE email course “Improve Your Management Skills”