As a result of emerging technology or shifting market dynamics. Numerous organizations frequently feel pressure to launch new initiatives. The new guidelines can be for conducting business ethically, selecting new employees, or settling contracts. In this instance, it is providing domestic partners in all regions where the firm is based with health benefits. This article will go through how this new program has affected the company's diversity training. Additionally, give advice on how to address the worries of current workers.
Planning, communication, training, and monitoring must be done correctly for change to be effective. These conditions must be taken into account in order to implement the new project successfully. There is a high possibility that before the organization’s management decided to offer health benefits, the employees had other advantages which were either limited or sufficient depending on individual views. Therefore, coming up with a new plan might encounter resistance from members who are not interested in it. This calls for planning which usually involves preparing a schedule and budget. The health plan can be rolled out in staggered phases so that the organization can have room for changes where necessary before rolling out the other stages (Keys to a Successful Rollout of New Procedures).
The health benefits will create a significant impact on employee retention. If the plan is lucrative and welcomed by most workers, they will tend to secure their slots in the organization. This could directly improve the morale and productivity of the staff and subsequently prosperity of the business. The organizational diversity will change for the better because the equality offered to the partners in terms of health benefits. If everyone is able to access the health plan without any bias, then there will be a fashionable diversity mix of employees in the organization. The recruitment criteria of the company might also change because it will involve enlightening the new individuals about the health plan and their new way of operation (Kondra and Hinnings 1998).
Nonetheless, not everyone will welcome these changes. There is always a high possibility of getting mixed reactions from the current workers whenever a change is implemented. Many concerns often arise from the staff especially if they are directly affected by the new initiatives. To respond to these concerns, it is advisable to give the workers full attention when they are sharing their grievances. Then make them understand the benefits of the plan, and whether it will affect their employment or not. In many cases, workers are always worried about the security of their position in the workplace. Therefore, it is important to assure them of their future in the organization (Mason et al., 1995).
The essential thing is to communicate effectively about the change before it is fully implemented. Everyone in the corporation, from the shareholders to the subordinate staff should be aware of any modification taking place. This effectively reduces misunderstanding among the employees. Hence minimum concerns will come up. Colossians 3:12, speaks of compassion, kindness, humility, gentleness and patience. Personally, as a Christian human resource manager, I would combine the principles of Colossian 3:12 as well as seek to embrace the changes taking place in the organization with the enthusiasm they deserve.
References
Mason, J. H. B., Hyman, J., & Mason, B. (1995). Managing employee involvement and participation. Sage.
Kondra, A. Z., & Hinings, C. R. (1998). Organizational diversity and change in institutional theory. Organization studies, 19(5), 743-767.
Keys to a Successful Rollout of New Procedures. (n.d.). Retrieved September 4, 2017, from http://smallbusiness.chron.com/keys-successful-rollout-new-procedures-31540.html
