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A systematic approach to OCM is beneficial when change requires people throughout an organization to learn new behaviors and skills. By formally setting expectations, employing tools to improve communication and proactively seeking ways to reduce misinformation, stakeholders are more likely to buy into a change initially and remain committed to the change throughout any discomfort associated with it. Successful OCM strategies include. Agreement on a common vision for change -- no competing initiatives. Strong executive leadership to communicate the vision and sell the business case for change. A strategy for educating employees about how their day-to-day work will change. A concrete plan for how to measure whether or not the change is a success -- and follow-up plans for both successful and unsuccessful results. Rewards, both monetary and social, that encourage individuals and groups to take ownership for their new roles and responsibilities.
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A strong performance management framework in place so that key performance indicators, such as staff satisfaction, are tracked. A commitment from the organization to hold the individual accountable for the new behavior, change in job responsibilities, and performance improvement. If you are interested in finding another company to use as your benchmark, see the companies we have reviewed. Click here. Top Do your employees really know what they want? We all want to be more skilled, more productive, and more independent. But are you being honest with your team? Many companies try to be honest by disclosing what the role is and what it is going to be. While this is a good start, your employees may not know what they really want until it is time to implement a new project. So how do you know whether you should reveal what your position is going to be? There.
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