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The Final Step of Change Management – Celebrating Success The final step for effective and long lasting change management is to celebrate and recognise project success. Ensuring that both the team and individual colleagues are rewarded for their positive contribution to change enables both long and short-term change to be instilled and cemented into the foundation of your organisation. Involving employees in the steps after change implementation is essential, especially if you want the new image or attitude of your company to stick after all nothing motivates people more than the sweet smell of success! Don’t let all the hard work that was spent planning, implementing and communicating change go to waste, ensure it lasts with the final step of the successful management of change in organisations of all sizes. Celebrate Early Successes and Milestones Celebrating both long and short-term wins can work wonders for boosting morale in a changing work environment and ensures that the new culture you have adopted as a company stays steadily in place. By setting and recognising milestones you can motivate the entire team, whatever their level of involvement, and attain your change management model over time. When setting these targets ensure they are SMART, i.e. make sure goals are specific, measurable, attainable, realistic and timely. Creating unachievable goals for yourself and your fellow colleagues is the route to change breakdown as staff become demotivated by the failure and negative outcomes that comes with not reaching a goal. Instead ensure that goals are small but significant so all targets remain realistic and their success can be celebrated by all. Cementing and Building on Change Effective change management ensures that change becomes a part of the everyday fabric of the workplace and can also adapt just as your business does. Continuous improvement of the change you have previously employed amongst staff members is an important way to keep change adaptable when it comes to catering for your everyday needs as a company. In addition to this, making sure change is weaved into the culture of your organisation ensures that it is lasting and active month or even years after it was originally applied. You can achieve this by making sure change is visible for every colleague on a day-to-day basis and getting all staff involved in building on both short and long-term changes. Furthermore, change can be cemented further by sharing success stories of people who have positively implemented change, rewarding and recognising staff who have worked well under the new culture and training new staff members in regards to the new and improved model.
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change management, team work, team building,
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