Bethany Moore: Attempt 1 You have been recently promoted and now provide oversig

Question

Bethany Moore: Attempt 1 You have been recently promoted and now provide oversight for several employees who have been in their positions for quite some time. One of the initiatives you started was a continuous quality improvement program and an efficiency expert surveyed the current worlk practices and made several suggestions to increase productivity. When approached with these process changes, your subordinates are refusing to implement them. On more than one occasion, they have been vocal in stating that the efficiency expert had no idea what he was doing and the proposed changes, while they may work at other places, would not work here. . What is the underlying problem that is preventing your employees from changing their process? . How would you fix this problem? . What would be your plan for conducting follow-up to ensure the new process is implemented? . Would you have any concerns about the emplovees intentionally undermining the new process to 'prove" that they were correct and that the 'old" way. works best? If something like that happens, how would you address it? m

Explanation / Answer

One of the major threats to employees of today is change but it is the only thing that doesn’t change. It’s also about the fear of the unknown that prevents them from accepting it. There is also one more primary reason that is when something new is introduced, the employees need to be trained before implementing it.

I would talk to them individually, explaining them how important it is for the employee and for the employer. I would explain them that this new process, if they choose to accept it, will help them anywhere they go as it has become the order of the day in most of the companies. I would arrange for training sessions and people who complete the training will get an incentive.

I would appoint team leaders who I’ll train directly and assess them before they get into the position. I will build a rapport with them and through them I’ll influence the other employees and assess their performance. I’ll review the work once in a week and conduct, a workshop to highlight the gap in the process. I’ll also show them how the task has become easy with the new process, the output and the customer feedback. I’ll arrange for a monthly outing for all the employees and congratulate them for their efforts.

One of the toughest parts in a manager’s job is to convince people and make them believe that the decision taken is good and that they could do it. Another problem is overcoming the old ways, that is to say unlearning whatever has been learned and done over a period of time and learn the new skill or information that is presented. I strongly believe that an individual rapport with those employees will definitely yield good results, besides punishment is also a biggest motivator. If they don’t adopt to the new process they will have to face the consequences from the management.

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