Your browser is no longer supported. For the best experience of this website, please upgrade to a newer version or another browser.

Your browser appears to have cookies disabled. For the best experience of this website, please enable cookies in your browser

We'll assume we have your consent to use cookies, for example so you won't need to log in each time you visit our site.
Learn more

Top tips for implementing change in your business

In our previous articles, we’ve talked about bringing in changes e.g, team building, staff appraisals and training.

However, it’s important to remember that if new ideas and plans are not put in place and followed through, nothing will change.

  • It only makes sense to change the way you work if it improves things.
  • Allow for mistakes: this is how you learn, just don’t make too many.
  • Set plans for change within the context of a long-term goal. The key thing with change is follow-through. It’s important to stay focused and maintain the momentum. 
  • Look back over your history: examine incidents which may have resulted in your staff being reluctant to embrace change now.

We recommended to one of our clients, who owns a kids boutique, that she should get the team together weekly. We were invited to run the initial meetings without the presence of the owner. We knew the staff would open up more easily without her, and ran some of these meetings. However, it’s very important thatthe owner understands how to manage the new process and take it forward. We have trained owners to run meetings more effectively, and we did it on this occasion. Here though, she ran the meetings for a little while, then skipped them because she was too busy with buying trips. Despite our recommendations, she didn’t encourage the staff to run their own meetings and training events. When she came back from 8 weeks of buying, she held meetings occasionally, if at all. 

As a result, the staff felt there was no follow-through, were demotivated and no longer viewed any future change positively.  Not surprisingly, the owner came back to us and complained that her staff were not motivated! 

It’sall about that follow-through…

Joanna Ransome, Global Fashion Management, www.globalfashionmanagement.com

Readers' comments (1)

  • Thierry BAYLE

    I'd also like to add:

    - If you are going to implement change, the owner must be 100% behind it, otherwise there will be conflicting signals.

    - Sometimes people need to know where they are going in order to do accept change, so make sure the objectives are clear.

    - It helps to get an outsider’s view so that you can be properly challenged and driven by objective, impartial advice.

    Unsuitable or offensive? Report this comment

Have your say

You must sign in to make a comment

Please remember that the submission of any material is governed by our Terms and Conditions and by submitting material you confirm your agreement to these Terms and Conditions. Links may be included in your comments but HTML is not permitted.