The Management Trust
"Solving Your Employee Relations Puzzle"
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The Management Trust "Solving Your Employee Relations Puzzle"
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Many say proper planning is the secret of successful companies. From a long-term standpoint, few companies can achieve sustained growth without mapping where they have been and where they want to go. It's just that the mapping process can be much more difficult than it looks. Knowing the right questions to ask and when to ask them takes experience and timing; skills developed over years of working with many different sized companies in many different industries. What you need is a trained meeting facilitator to assist you in the planning process by acting as moderator for your planning meetings. You will be prepped and ready to tackle the following process with the knowledge someone who has been through it before will guide you to a successful outcome. • Establishing the planning process (setting the environment) • Situation analysis • Strengths, weaknesses, opportunities and threats (SWOT) • Competitor analysis • Strategy formation • Determine alternatives • Evaluation/selection/contingency planning • Develop operational plan (accountability, resources & time targets) • Implementation & Control • Assign responsibility for task accomplishment and feedback • Monitor results/adjust plan</menu>
Organization Change Change has fast become the rule and not the exception. With computers and ever-moving manufacturing processes, it is no wonder employees search for stability in their lives. Unfortunately, that usually means employees are not always ready to embrace change or to allow change to occur around them. It is why there is a high rate of sabotage when new programs are implemented. You need someone who is trained in change management to assist you in getting employees to understand and accept changes when they are for their benefit. Any time a company changes anything, employees want to know; • "What is going to change?" • "Why is it going to change?" • "Who is it going to change" • "When will it change?" and, most importantly… • "What will the change mean to me?" Without adequately answering all these questions, employees or others will sabotage the change in ways you can not imagine. Don’t be afraid to ask for help…it is the only way you can be assured that change will work for you and not against you.
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