MANAGING CHANGEIN A GROWING COMPANYJames Colón, MBA, SPHR-CA, GPHR

Introduction

Why manage change?

Success!

Change can be a recipe for success or disaster

If done correctly, change bolsters growth and successfully aligns human capital with the strategic plan

If not done correctly, change can be met with much resistance company-wide

How do you manage change?

Steps to Take

Determine what you want out of the change

Develop a plan for the change

Get buy-in from the top down

Communicate with stakeholders

Keep an eye out for pitfalls

Constantly review your progress

What Do You Want Out of the Change?

Why are you growing?

Take the opportunity to tweak what you don’t like

Make sure your vision is built to be viable

Develop A Plan

Does your current mission and strategic plan support these changes?

How can HR best support this change?

Involve various stakeholders

Determine a budget

Have clearly delineated duties

More Planning

Know your limits – do you have the internal competencies to bring about this change?

Set SMART goals for the growth Specific Measurable Assignable Realistic Time-related

Get Buy-In

Make sure the CEO and executive staff are on board

Find a champion at the executive level

Identify who best to work with at each level

Communication

What do you want employees to know?

Ensure your communication is effective Determine who can best communicate Have a communication strategy for different levels of

employees Communicate the same thing in different ways

Keep an open dialogue with stakeholders

Keep your ear to the ground

Pitfalls

Don’t be afraid to alter your plan based on circumstances

We’ll talk more about this later

Let’s Talk About Culture

Why Is Culture Important?

It’s the way your company approaches business

Culture can be a major determining factor in retention and success

Is Your Culture Toxic?

Are there quirks in your culture you want to fix?

Is your culture accepting of change?

Will your culture hold you back in expanding?

How Do We Ensure a Positive Culture?

Include current suitable employees in the expansion structure

Look for promotion opportunities

Provide excellent on-boarding with broad participation

Communicate a strong, positive message through branding

Possible Pitfalls

Look Out!

Recruitment

Lack of infrastructure

Compliance

On-Boarding/Training

Recruitment

Identify recruiting sources early on

Ensure that recruitment requirements are met

Have accurate job descriptions

Know who will be doing the interviewing and train them

Don’t forget about your pay grades

Infrastructure

Are Human Resources, IT, Finance, and Operations big enough to support this growth? Hire infrastructure first so that they can be trained ahead

of time

Will your HRIS support the larger number of employees?

Begin making preparations for self-service if you have not done so already

Compliance

Plan for hot button items: Meals and rest periods Overtime Record keeping Harassment prevention

Have a strong employee handbook

On-Boarding/Training

Make sure everyone goes through new hire orientation Ensure an executive staff member visits to greet everyone

Ensure OSHA training, if applicable

Strongly enforce your introductory period

Rewards

What You Get

Growth that supports the strategic plan

A stronger workforce

Increased credibility for Human Resources

Questions?