Why mid-level organizations require change management solutions
Change management solutions are a new-age remedy for both C level and Mid-level HR problems.
The mid-level organizations need to change management solutions for effective talent retention. It has become a trend in HR hiring as well.
“Changes have evolved over the years, from being complicated to entirely interdependent and even more complex. The higher failure rate of change management projects is primarily due to the absence of employee support. Here, the role of mid-level management evolves from just being an intermediary between employees and senior management to a communicator of benefits incurred due to organizational change,” said Divay Kumar, CEO, and MD, O4S.
Today companies need a drastic change in mindset in order to offset the failures and support the systemic and successful deployment of new roles.
Why and where change is really required?
While mid-level talent may not set their firm’s vision; they are responsible for delivering organizational results and supporting senior managements’ strategies. As organizations become leaner and flatter in structure, mid-level talent typically fewer direct reports and must rely on strong influencing skills and the ability to navigate networks of resources to get results.
On asking does the mid-level talent requires change in management solutions? Gaurav Bahl, CEO and Co-founder of KOOLCHAS, said “Talent are also the driving force behind the execution of organizational priorities and ongoing resurrecting. However, if we expect our organizations to compete, much less thrive, in the future, they need to figure out how to effectively devote resources to their middle layer. If organizations will start focus on developing their mid-level talent in the areas of communications, managing change, and coaching can expect improved engagement, retention and teamwork in their organizations”.
In organization retention of productive employees is a major concern of HR professionals and business executives as well. This is because it is more efficient to retain a quality employee than to recruit, instruct and orient a replacement employee of the same quality. “Fairness and transparency are fundamental yet powerful concepts that can make a lasting impression of employees. To manage employee relationship with the company, it involves strategic actions to keep employees motivated and focused so they elect to remain employed and fully productive for the benefit of the organization,” said CEO and Co-founder of KOOLCHAS.
How to retain talent?
In the initial years of a startup, employees find it interesting to work along the senior management within a close knitted circle. Employees, especially the young talent enjoys the environment and idea of performing together with a visionary entrepreneur. However, the business expands; it does witness a management change, and arise of a mid-level team to manage the growing headcounts, which ultimately creates an opaque wall with lesser interaction with the senior leaders. “This is what needs to be taken care of, as a senior management we need to promote ‘Self-determination theory’ and keep maintaining a sense of relatedness among the employee base. That’s how we can retain talent as monetary benefits are not enough,” said Divay.
Business is pretty fragile in the beginning, and change management becomes a necessity as it helps minimizing the negative effect incurred by ongoing changes.