The Role of HR in Managing Change - Downsizing,Ulrike Kaeppler HR Director - SC Johnson Greater China,The Realities of Change,Typical cycle of change in any organization Understand the specific challenges and opportunities that the organization and their employees face How organizations begin to address the highs and lows of the change cycle Have a plan to exploit the enablers and eliminate the barriers to change,CHANGE,Change Generates Formidable Challenges,How to Get Desired Results,How to Maintain and Increase Employee Commitment,How to Maintain Business Continuity During the Process,How to Keep Customers/Multiple Constituencies Satisfied During the Process,Many Restructuring Events Dont Result In Substantial Gains for the Organization,Created substantial returns,Created some returns,Eroded substantial returns,Eroded returns marginally,Change Theory,Change theory has taught us: Significant change is always driven by external forces All change involves a loss The process of change follows a sequence at the organization and personal level Resistance and conflict are natural companions of change Every member of the organization is affected by change, but the effect is not equal or at the same time for all members,Change Theory,Change theory has taught us: Real, sustainable change will not take place unless there is dissatisfaction with the status quo a vision of the future a plan for at least the first step in moving towards the future a group of sponsors of the change effort critical mass of support for the change,People Require Time And Sensitivity To Accept Change,Time,Organization Respond Following An Effective Change Sequence,Leading Change,Understand the phases of acceptance that retained employees will go throughBe aware of their roles when leading the change processBe familiar with the competencies needed as a leader,Survivors Syndrome,Current State,Future State,Emotion Enthusiasm Trust AcceptanceBusiness Impact Committed employees Happy customers Thrilled stockholders,Emotion Fear Anxiety ConfusionBusiness Impact Sub-optimal performance Lack of commitment Lack of customer/market focus,Valley of Despair,Emotion Anger Frustration CreativityBusiness Impact Reduced productivity Lack of trust in management Organizational conflict,Leading Change,Enabling Staff,Focusing the effort,Individual effort,Organizational Competencies,Drive for Results,Displays passion, energy, and enthusiasm for accomplishing goals and objectivesMeasures and tracks key business results and progress against established benchmarksPushes boundaries and looks for ways to accomplish better results,Vision Communication,Communicates the changes required of the organization in concrete tangible termsBuilds enthusiasm and support by consistently communicating through a variety ofmediumsArranges for interactive exchanges to ensure that others understand where theorganization is headed and what the changed organization will look like,Staff Competencies,Team Commitment,Readily places the needs and goals of the organization above ones ownpersonal needs and agendaActively and publicly supports team/organization decisions even if they are unpopular Takes personal actions to break down organizational barriers,Influence & Persuasion,Take the time to ensure others understand ones goals, objectives, and visionSells own ideas by relating them to the values and goals of othersAnticipates potential objections and obstacles and prepares alternative arguments and courses of action,Staff Competencies,Developing & Empowering,Personally works to develop the competence and self-confidence of direct reports through regular feedback, reinforcement, and personal supportWithdraws from decision-making and implementation as soon as feasible in order to let others take charge and assume responsibilityDemonstrates genuine respect for and trust in the abilities of others,Individual Competencies,Role Model,Models words and behaviors which support the ethics and vision of the organizationOpenly supports the organization and its employeesEmbraces the change process and takes action to move toward future initiatives,Risk Taking Self-Confidence,Willing to take action which is sound but may not always be safeChallenges both the system and others even when conflict is likelyDemonstrates a realistic and balanced sense of conviction regarding ones skills and abilities,Individual Competencies,Personal Integrity,Behaves in a manner that is consistent with the law, ethics, and culture of the organizationReadily assumes personal responsibility for ones won behavior and the overall behavior of his/her organizationPersonally follows through to ensure commitments are kept and promises fulfilled,Introduction to Johnson PyramidAwarenessUnderstandingBeliefCommitment,Effective Communication During Process Change,AWARENESS,UNDERSTANDING,BELIEF,OPTIMAL PERFORMANCE,COMMITMENT,Trust,Involvement,Consistency,Evidence,Clarity,Dialogue,Simplicity,Relevance,