LABOR MANAGEMENT

Labor Management

Advising the Change

Give your employees an image of the final result. Change is easier to handle when people know where it leads. Provide a clear picture of what all the activity will result. Be realistic, make sure the key influencers and employees that everyone seem to listen and understand their vision so they can transmit it to others. There should a balance maintained in the priorities set. A labor force works for the good of an organization as a whole, but remember that employees have their own personal needs. In every communication, including information on how the change will benefit the organization and the people related to it.

Do not rely solely on email or unreliable source of communication to persuade people to change. Online communication is fast and efficient, but devoid of emotional impact. Consider the face to face meetings and other communication mediums that allow people to ask questions and share feelings. Remember, also offer options that allow their employees access to information outside the workplace, for example, a special section on the website of the company. Measure their impact in order to know what they have to empathize. Use focus groups, online surveys for employees, performance measures and other tools to determine the success of your efforts. A measurement effort during the course of that allows adjusting to the communication skills, as needed (Palmer, 2003).

Form a team of implementation in any relation to the result. One cannot tackle with the execution while doing it alone. Form a diverse team together of credible people, including front-line employees who have influence over others. Make sure the team has sufficient expertise. Integrate the team with any person who has the power to sabotage your project if he or she feels left out. Once the team is formed, organizing a trip for the group members giving the opportunity to associate and prepare to fulfill their mandate. Developing a strategy that goes along with the way one has to set up and come up to the requirements. Leave it up to your top managers to outline the future of employer of choice status, and develop a strategy to achieve the goal. Leave the best managers to perform the task of preparing the action plan, schedule and budget. Communicate your vision of change. Make sure that all employees are aware of the objective and the strategy that is put in place to achieve this (Hellriegel, 2007). To communicate your vision:

Your message should be clear;

use examples, or even analogies and metaphors if necessary;

Use various media, meetings, memos, posters, etc.;

repeat your message;

give an example;

explain the apparent contradictions;

And take the time to listen.

Facilitate change by giving powers to employees

When one is sure of employees understanding and accepting the vision, eliminate all barriers to action, give the necessary training and make sure that the frontline supervisors support the efforts that go in the direction of the objective, even when they are imperfect. Ask the supervisors who are slow to make necessary changes. Get short-term gains and find a goal which can reach quickly and fits ...