How to Create Lasting Organizational Change

Illustration of brainstorming business team

Change Management for Property Management

Change is the only constant; or at least that’s how the old adage goes. In today’s world, we’re constantly changing as we learn and advance technology. While change is a sign of growth, its not always the easiest to implement. Some are excited by change, but others dread it.

In Community Association Management, change is a never-ending process. New technology, new boards, new processes are a fact of life for association managers. Managers learn to master the art of smooth transitions along with adeptly overcoming unexpected hurdles.

The smoothest change management plans contain several important aspects:

  • Understanding the change
  • Setting realistic goals
  • Engaging key stakeholders
  • Open communication
  • Measuring the success of changes

Understand the Change

A large percentage of your company may want to change, however not everyone will agree on how to change. When trying to understand the why behind new change, it’s important to focus on the positives. Help your team understand that at the heart of the change is the desire to have your organization improve outcomes and operate more effectively. It’s easier for people to get on board when they can define how this change will help them get tasks done quicker, more efficiently, and without compromising quality.

Set Realistic Goals

Providing a great end goal can help push employees through the growing pains. The easiest way to focus on positives is to create realistic goals. What are your employees capable of doing in addition to their already busy schedules? Pushing change without thoughtful planning can cause employee burnout if the goal seems unattainable.

Engage Key Stakeholders

It’s important your managers feel involved from the start of transition planning so they can pave the way for the organization’s success. Engage key stakeholders from the very beginning. These partners in innovation will help plan change and uncover unintended effects; motivate and teach others to change; and ultimately, ensure the change will last.

Open Communication

Stakeholders also open communication between the agents of change and the broader company. Think of stakeholders as the ambassadors of change. Since they’re involved from the beginning, they can communicate the who, what, when, where, and why.  Open communication with employees helps them feel more in control of their jobs and the company.

Measure Your Success!

Once change is enacted, companies should measure the change. How has innovation helped employees? Has organizational efficiency improved? What’s the impact to the bottom line? Be sure to communicate the positive impacts of change to the company. Let your employees feel proud of being part of something bigger.

When organizational change is planned in a thoughtful manner, an organization can create space for success and fewer hurdles. While the goal is to change the organization, it’s the managers who carry out the steps to improvement. With those factors in mind, Property Management Companies can effectively and efficiently implement change within their organization.