If you are taking on a new management assignment, if you are a new boss, you have but a short time to make expected changes. “Expected Changes” are usually anticipated by employees and coworkers when the boss’s position turns over.
The longer the new boss is in the job, employees and coworkers settle into the new ways (or the status quo; old ways) and do not look for continuing, significant changes. At that point the boss can become part of the fabric of the organization where significant change becomes a larger and possibly more difficult undertaking.
A new boss may be tested by some who could not convince the last boss to make a change… just be aware as the change may be unnecessary or counter to a direction that the business needs to pursue. Examine the request carefully.
To avoid becoming part of the fabric, as a new boss, make significant changes within the first three months through the first year. Make sure your boss and other bosses affected are on board. That does not mean you need everyone’s concurrence. A participative environment is is important, it helps with building buy-in for change. That does not mean that running the business or department is a democracy! It should not be!
Making changes for change sake is foolish… changes that improve efficiency, performance, morale, and the numbers — perfect!
Never, never, never underestimate the importance of continuous, accurate and all- encompassing communications when planning and implementing change.
***** S&E *****