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1-4 Email: Reasons for Failure to Change Kristen Kemenczky Southern New Hampshire University MBA687: Leading Organizational Change September 24, 2023

1-4 Email: Reasons for Failure to Change To: Vice President From: Kristen Kemenczky, HR Consultant Subject: Reasons for Failure to Change Reasons for Failure to Change Two reasons for failure to change in this company is poor planning plans and lack of resources. Having a plan in a business is a key for anything especially if there is a change. A plan is in place for everyone to see and to follow. Communicating the plan is also a big key. Having the resources will help the change go smooth. Making sure the company has order or received what they need and plan when to use it. Being short of resources can cause problems down the road and not meeting goals. The leaders need to build a plan and communicate it to their team. Working together and involving everyone is the biggest key. So, no one feels left out, everyone understands what’s going on, and everyone on the same page. A team culture is important when you’re wanting to change something. Consequences for Failure to Change Consequences of failure to change are employees not being able to grow within the company and lack of communication within the team. There were lots of interviews that said they didn’t feel like they could move up, or there was no where to grow at. It is very important your team feel like they matter, and they are heard. Listening to them, working with them, and spending one on one time with them will go along way and will make them feel cared about

which equals to a happy long-term employee. As the turnover rate is extremely high, we need to see how to make our employees feel more at home with working here. Learning what each employee wants out of the company and set up goals for them is extremely important, so they have something to work towards and grow within the company. Lack of communication can destroy everything. You must have a good strong communication to get the change thru everyone. Needs to be a plan of change that they can see, and the managers go over with there employees. This will make the employees not feel lost and confused about the change. They will know what is going on and what is taking place. The data points are in the exit interview has many stated they had no room to grow or was not going anywhere. Another data point is the employee engagement surveys as 52% people have less then a year with this company and that extremely high for you under a year rate. Need more long-term employees. Best Practice to Avoid Failure to Change A best practice to avoid failure to change is to have a better plan and communication plan put in place. Communication is the key towards everyone. Having a plan to go off, sent out to all employees, have meetings with each team member and go over it to make sure they understand. If you spend 10 mins with each member to go over the plan it, I will go a long way and will make them feel included in this change. You can also ask for feedback to see if they have any ideas to help as well. Working as a team will make it go smoother and bring everyone together. Putting a person in charge of the change is a good idea too. This person would be charge of communicating the change, making sure everyone understands, and working with the managers and the team staff together.

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Team works together the company will be in a better place. Happier and engaged team will be excited and feel more at home with there workplace.

References Anderson, Dr. L. A. (2023, September 13). 5 reasons why organizational change fails . Breakthrough Blog. https://blog.beingfirst.com/5-reasons-why-organizational-change-fails

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