Starting with the Preparing Phase,
Under the Managing Phase, having a Training Plan is vital
for the change transition as we already have employees who are resisting due to
the lack of will to change (probably due to the lack of awareness of the
benefits and they attribute any change as a bad thing) or fear (system not user
friendly/difficult to use). So managers and staff will undergo training
sessions to attain the skills and knowledge on how to operate the FAIS. They
will be demonstrated on how to use the system first and then they will be given
a chance to try it out. This will address their concerns of the system not
being user-friendly. But the key take-away from the Training Plan is for the
employee’s realization that the change is actually a good thing for them. This
is to be conducted 1 month before the FAIS goes live.
Next, somewhere near the end of the Training Plan in which
manager also goes through, conduct a Coaching Session for the managers. The
rationale of conducting it in such period is because the managers should have
attained the sufficient skill/knowledge on the FAIS from the Training Plan that
will enable them to lead their staff in the change. But having the knowledge of
the FAIS is not enough, the key take away from this Coaching Session is for the
managers to lead their staff in the change and manage resistance from their
staff by providing them the tools.
Set a clear communication plan to instill awareness to the
employees on the importance and need for the change and persuade them to
actually want to change. Take into account the needs of the individual and send
the right message to them. For instance: the employees who fear the system will
be difficult to use should be communicated that the system will be
user-friendly, even for non-tech savvy users, it won’t take them long to learn.
Layout roadmap for sponsors. Change starts from the top, sponsors
play a critical role in the change process.
Lastly, the Resistance Management Plan allows me to devise
plans to respond to the resistances I will face. In this case, some employees
fear of system not being user friendly, some simply don’t want to change. Here
I will curb the resistance by employing a carrot and stick approach to get them
to use the system. So if they are cooperative with the change and use the FAIS
as it is intended to, they will be rewarded in the form of praise, recognition.
If they do not comply, they will be met with consequences such as poor
appraisal rating, or warning.
I will automate the cash flow statements first. Cash flow
statements play an important role in organization as they show how much money
is coming into the company or going out. This allows them to make financial
decisions that are consequential, from seizing opportunity that can be
rewarding to mitigating losses.
For instance: if they company has positive cash flow,
they’ll want to use the excess money to seize opportunity (e.g in the form of
investment), if negative cash flow, they’ll want to find ways to mitigate the
losses (e.g lay off employees).
Cash flow also acts as an indicator on the health of the
company hence the survival of the company can be tied to the cash flow. Without
a cash flow statement, organizations will not know why they run out of money
and the consequences can be devastating.