Changes to the way services are delivered or other pressures can lead to restructuring of teams or departments which has an impact on individual employees. Sometimes this means changes to the roles staff undertake, the teams they work in or the base they work from.

It is essential that any changes are undertaken in a procedurally correct manner and the HR Transformation team are available to guide managers through the process.

The way change is managed can make a challenging period a more positive one which will benefit staff, teams and ultimately our patients, clients and service users.

Listed below is a selection of top tips on managing change:

1. Reason behind the change – It is important for there to be clarity on why change is taking place. Why change now and what impact will the change have on those involved? To ensure employees are engaged with the change process they need to first understand why the change is required
2. Identify the benefits – The benefits of the change should be highlighted right from the start. By doing this, it will help those affected by the change understand the reason for making the changes. Make it clear what those benefits are and how they will improve service delivery
3. Clear vision – Ensure that the change you are implementing has a clear start, middle and end. Make sure the consultation process provides as much detail as possible, demonstrating the reason for the change, how the change will be made, the timelines involved and the expected outcome
4. Leadership – Change can be a difficult process to be involved in. It is important that a detailed plan is in place, ensuring key stakeholders are on board and involved and a communication plan is well thought out. If you are responsible for the change then you must lead the change in a way that brings the staff along with you and enables them to understand the changes proposed
5. Communication – Keep liaising with individuals within the scope of the change to ensure effective engagement. Think about the best way to communicate (face to face, email, conference calls etc.) in order to get the message across
6. Worries or concerns – It is normal for individuals or groups of staff to be concerned about proposed changes, however if the concerns are listened to and efforts made to address them then the level of concern or worry can often be reduced
7. Support – It is important that managers ensure that support is available when needed. Change can impact on staff in different ways and managers must adjust their approach to meet individual needs
8. Allow feedback – Staff should always be given the opportunity to respond to the changes being proposed. It may be that there are different suggestions which deliver the same outcome. Make sure the feedback is considered and responses are given
9. Build on the change – Don’t just stop once the change has taken place. Build on the change. Review the change that took place, analyse what went well and where further improvements can be made
10. Positivity – Be positive and excited about what this change will bring