Reasons for Failure to Change

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Jan 9, 2024

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1 Reasons for Failure to Change Molly Richard Professor Jamie Birdwell Leading Organizational Change December 10, 2023

2 To: Vice President of the U.S. Branch of LLC From: Molly Richard, HR Consultant Subject: Potential Issues Hello VP, I am the HR Consultant that was hired to be able to help fix issues that were found at the U.S. Branch, such as the failure to change. I am writing to inform you about some of the reasons for failure to change which may influence the change readiness of the employees at the U.S. branch. I hope that the information I have provided for you below will be able to help positively influence the readiness for change with the employees of the U.S. Branch. Reasons for Failure to Change It is important to correct any reasons for failure to change in a company since the failure to change can negatively impact the company. The reasons of failure which I have found the most prevalent are the lack of good communication to the employees, and any negative attitudes towards change. Communication is a crucial part of a successful change and without it, the change will fail. The communication to the employees about the decided changes needs to explain exactly why the change is being made by making the change “be viewed as necessary […] and appropriate to the intended purpose” ( Leading Organizational Change ). Negative attitudes to change will also cause the changes in the company to fail. If the employees don’t want to change to occur, for whatever reason, they will not put all their effort into making the change successful, which is not good for the company. If the higher ups are not “open to the possibility that the change program might be flawed, and they treat any negative commentary as mere resistance” ( Leading Organizational Change ), which will cause tensions between the higher ups and the employees.

3 Consequences for Failure to Change After reviewing the attached documents, I have been able to spot data points that indicate both resistances to change and readiness to change. In regards to the resistance of change seen in the data points, I have noticed that on the Leaders’ Self-Evaluations, that all of the different types of leaders have marked Change Leadership Skills as one of their lowest competencies. I have also noticed, while looking at the exit interviews, that it seems lack communication was lacking between the higher ups and the employees. This lack of interest from the higher ups is also seen in the Employee Engagement Surveys where 90% of the people who participated were not in any supervisory position. In regards to the readiness of change seen in the data points, I have noticed that, while looking at the Employee Engagement Surveys, 70% of the employees feel that their middle manager is open, honest and transparent. I have also noticed that all of the leaders believe that they have a good amount of experience with leadership skills in the Leaders’ Self- Evaluations which is important for any changes being implemented. Best Practice to Avoid Failure to Change It is crucial for the success of the organizational changing process to be able to manage resistance. There are many different ways to deal with change resistance. Some such ways include: do change management right the first time; expect resistance to change; address resistance formally; identify the root causes of the resistance; and engage the right resistance members. After looking into these potential issues, I believe that the best method the company can use to avoid organizational change failure is by providing the employees with all the information and training on the changes before implementing them. Providing information and training “ help put nervous employees at ease by sharing plans of action for change through training and learning activities” ( 7 Tips to Prevent Change Management Failure ) .

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4 References  (n.d.). 5 Tips for Managing Resistance to Change . Prosci. https://www.prosci.com/resources/articles/tips-for-managing-resistance-to- change#:~:text=Actions%20for%20addressing%20and%20mitigating%20resistance%20include %3A%201,employees%20%28i.e.%2C%20answering%20%22What%27s%20in%20it%20for %20me%3F%22%29  Garfinkle, J. (n.d.). 7 Tips to Prevent Change Management Failure . Garfinkle Executive Coaching. https://garfinkleexecutivecoaching.com/articles/business-intelligence-and-company-strategy/ prevent-change-management-failure  Lewis, L., Kouzes, J. M., & Posner, B. Z. (2021). Leading Organizational Change . John Wiley & Sons, Inc. https://doi.org/978-1-119-83259-1

Reasons for Failure to Change

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