Let’s face it! We all like certainty, and no one likes change—more so when the reasons for change are not made clear. Your employees will not like change either. While you may have the most compelling reasons for the change, unless you get your employees on board, the change is not going to be successful. When faced with a change situation, remember that the employee may not have the input you have and may be wondering why the change is needed. To get their support, you need to convince them. Employees need to be reassured that the change is not going to hurt them Employees resist change because of clearly documented reasons: a. They do not understand what the change involves b. They do not understand how it will affect them c. They do not understand the reason behind the change 6. When you have to implement a change that is large and likely to cause worry, take the time to talk to your employees in detail. Speak to them in small groups so that you can talk to them individually and give them detailed reasons about the change and what it involves. Be sure to give them the opportunity to ask as many questions as they wish. If your reasons are logical and convincing, these employees will spread the word and convince others. Successful organizations are those in which individuals are encouraged to challenge the main assumptions and think out of the box to improve their personal and organizational skills.

1. 3 Min Business Success Tips3 Min Business Success Tips
byby
Ali AsadiAli Asadi
10 Golden Rules
to Make Positive Changes
in
Your Company

3. Rule.1Rule.1
Let’s face it! We all like certainty, and no one likes change—
more so when the reasons for change are not made clear.
Your employees will not like change either.

4. Rule.2Rule.2
While you may have the most compelling reasons for the
change, unless you get your employees on board, the
change is not going to be successful.

5. Rule.3Rule.3
When faced with a change situation, remember
that the employee may not have the input you have
and may be wondering why the change is needed.To
get their support, you need to convince them.

6. Rule.4Rule.4
Employees need to be reassured that the change is not
going to hurt them

7. Rule.5Rule.5
Employees resist change because of clearly documented
reasons:
 They do not understand what the change involves
 They do not understand how it will affect them
 They do not understand the reason behind the
change

8. Rule.6Rule.6
When you have to implement a change that is large and
likely to cause worry, take the time to talk to your
employees in detail.

9. Rule.7Rule.7
Speak to them in small groups so that you can talk to them
individually and give them detailed reasons about the
change and what it involves.

10. Rule.8Rule.8
Be sure to give them the opportunity to ask as many
questions as they wish.

11. Rule.9Rule.9
If your reasons are logical and convincing, these
employees will spread the word and convince others.

12. Rule.10Rule.10
Successful organizations are those in which individuals
are encouraged to challenge the main assumptions
and think out of the box to improve their personal
and organizational skills.

13. The Golden Rules of Human Resource
Management is a well-organized guide to
understanding this vitally important area of your
business. Covering such topics as hiring,
orientation, mentoring, performance, and so
much more, this book is a much-needed
reference that you can turn to again and again.
The Golden Rules of Human ResourceThe Golden Rules of Human Resource
Management BookManagement Book

14. Keep in Mind!Your Business Needs a "Check Up", Just
LikeYour Body orYour Car

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