Why Organizational change fails

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Why Organizational change fails 
Implementing organizational changes is a difficult task in every way. There should be an effective change management process to minimize the rate of failure. The high failure rate in the change process will missing opportunities, money which has invested and will be wasted resources also.





1. Lack of communication
Management should transform the clear idea to employees why the change is needed and what is the change going to be implemented, in order to embrace the change successfully. Due to poor communication, the desired changing process will be failed.


2. Differing Agendas
Because of the ego and self-interest, most of the employees resist the change. They haven’t a clear understanding of why a change is needed. Workers are getting fear as they want to protect their freedom. When the changing process communicates top to down, employees had no real chance to present their ideas. As a result of that employees are resisting the change process.


3. Insensitivity
Employees are the most important group in a business organization. They are the asset who implementing the change and unite to create a desired profitable result. If the management wants to put their team in the changing process, they need to be cognizant of that element and take it into account in two ways.
First, to the extent possible, realize how important it is to involve, early on, those who will be asked to implement the change. Get their thoughts and feedback.
Second, be sensitive to the fact that change is challenging and that it will cause individual, personal stress.


4. Poor Leadership
It is very important to create a space to reach a new corporate vision. But if the team feels uncertainty or they don’t trust higher authorities, it will be a difficult task to direct on the new change.


5. Poor planning
Shifting the direction of an organization needs forethought. If the transformation is entered into willy-nilly, or too hurriedly, or lacking an appropriate strategy, an expected result will be a false start, resistance, and/or eventual failure.


6. Lack of commitment
If an organization truly needs to make a change, there has to be a 100% commitment on the part of the leadership. Once the leadership has that, a similar commitment should be expected of everyone in the business. The anticipated modification must be considered a rule, not an option.


7. Poor process
Finally, success will require that give the organizational team a means and process for executing the chosen change; otherwise, their natural reaction to resist will persist.


Author Rick Maurer puts it this way: Most people react to change by putting up a wall of protection. It is the job of the leader in an organization to engage with those people so they truly understand why the change is needed.

Reference
Strauss, S., 2015. TOP 7 REASONS WHY ORGANIZATIONAL CHANGE FAILS. [Online] 
 Available at: https://www.tinypulse.com
 [Accessed 15 February 2020].



Comments

  1. shelton wijesundara3:53 PM, February 20, 2020

    The above mentioned seven factors are indeed very effective aspects for a successful organizational change. And in my opinion, i think if their is true and experienced leadership, overcoming those barriers is not so hard.

    ReplyDelete
  2. chamila6:24 PM, February 20, 2020

    Organizational change is undoubtaly a key factor of any organization's development. And the seven factors you have mentioned above really emphasis to the lean towards the success of organizational change.

    ReplyDelete
  3. Chainica Arndt10:04 AM, February 21, 2020

    Every transformation leaks value at various stages of the implementation process: some prioritized initiatives are never done, others are implemented but don’t achieve bottom-line impact, and still others may fail to sustain their initial good results. But at every stage of the process, good implementer retain more value than poor implementer

    ReplyDelete
  4. Lakshan Kulasooriya5:24 AM, February 22, 2020

    Lack of resources is one of the most common reasons why organizational change fails in most organizations. Adoption and sustainment of change are long term investments. They don't occur just because an awesome solution was designed. This generally is a longer, and costlier endeavor than most change leaders realize.

    ReplyDelete
  5. Virajt11:09 AM, February 22, 2020

    True, when it comes to transformational change within an organisation , failure is still more common than success and with so much time, money and effort invested in implementing change initiatives it is imperative that organisation effectively plan, resources and communicate the change to their employees. if leaders can adequately communicate the why of the change and lead by example whilst understanding the impact of change on an individual then more organisational transformations will succeed.

    ReplyDelete
  6. Shankari Dhivya12:35 PM, February 22, 2020

    The lesson is,we all need to expose ourselves to the winds of change

    ReplyDelete
  7. Anjanika Pothuhera3:43 PM, February 22, 2020

    Organizations regularly should be changed so as to survive.

    ReplyDelete
  8. sanjeewani11:03 PM, February 22, 2020

    lack of resources is one of the most common reasons why organizational change fails in most organizations. Adoption and entertainment of change are long term investments.

    ReplyDelete
  9. Nanda T4:16 PM, February 23, 2020

    This article is classic guide to read and understand to further study why organizational changes fails

    ReplyDelete
  10. chamalka7:12 PM, February 23, 2020

    The leadership must be able to make the right decisions most of the time, if not organization targets and purpose never going to be archived as they expected

    ReplyDelete
  11. Malaka Jayawardena4:01 PM, February 24, 2020

    Our brains are hardwired to resist change. When change (especially organizational change) is mentioned or introduced, it often triggers a fear response, which is why most of us are so darn resistant to our familiar world deviating from what we know, even by the smallest degree.

    ReplyDelete

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