Showing posts with label redundancy. Show all posts
Showing posts with label redundancy. Show all posts

12 December 2012

How organisations can manage change in their staff’s subconscious


Most of my 20 year marketing career has involved managing change. In fact, I would go as far as to say that understanding change has been more important to my career than learning marketing theory.

Change means new processes, new metrics, different organisation structures, ground breaking technology, outsourcing part of the value chain and focusing on different customers or customer needs. Ultimately, change means we need people in our organisations to do different tasks (or tasks differently) because we are being forced to or because it will lead to greater success.


Every major marketing initiative from my first ecommerce website, through implement an automated dialler, several CRM solutions, social media and analytics right up until the IPad applications that I have launched have relied more on managing change than marketing. And not just technology based marketing projects, rebranding, putting customer insight at the heart of planning, establishing lead generation campaigns, all require major change management.

Of course customer insight is part of these developments DNA, but the initiatives success is comes from managing the change effectively. 

So we educate, explain, make time for stakeholders to question, we are open to shape the change by those most impacted. We produce robust documentation, governance and risk management. All of these ingredients are baked into most organisations change or project management processes.

Yet what nearly all firms ignore is that our behaviours are driven by our values and capabilities, and they live in our subconscious. Organisations rationalise change, just as they do redundancy. They say ‘it’s not you being made redundant, it’s your role.’ Which of course rationally is true, so why does it feel like bereavement to the majority of people affected. Because our subconscious has developed values and capabilities that have always worked for us and no matter how much we try to rationalise at a conscious level, our subconscious holds these values to be true.

So how do organisations manage change at the level of their staff’s subconscious?

Firstly they must recognise that continuous change is the reality of their business.

Secondly, they must ensure that change management is monitored among their leadership as a core skill on which promotion is predicated on demonstrating it.

Finally, and most importantly, they stop looking at branding, staff engagement, culture and their stated values as nice to haves, but essential to the firm's survival. They stop talking about these pillars of successful change management as fluffy, but hard edged measures that will ensure the sustainability of the business models to deliver shareholder value.

Change comes everyday, anyone that says otherwise is a kidding themselves. Any business that doesn’t embrace it is on borrowed time.

12 July 2011

Retailers: We’re worried about our jobs, give us a warm feeling please

A few weeks ago, the current Mrs Ryan finally wore me down on yet another of agenda priorities. We started planning and procuring a replacement for the dark and dingy chip board panels that represent our kitchen.

As excited as I am about the prospect of having a nice new kitchen, like over half of full time employees in the UK, and an even higher percentage in financial services I would wager, I have concerns about my medium term job prospects. I have held back on all large purchases quite simply due to fear of redundancy.

So parting with my rainy day funds meant I needed a supplier that could assure me I was getting the best deal, could show me a durable product and above all would give me a warm feeling from their service.

So as soon as the credits began to roll on Saturday’s Glee rerun I reached for the phone to call the safest pair of hands of all, John Lewis Partnership. Sadly, there kitchen team were too busy to take my call, so the switchboard operator took my details and promised me a call that day. I am still waiting.

Next to Homebase, a large DIY retailer with a reputation for discounting. But they were too busy to even answer the phone, not once, but twice.

So to the market leader DIY retailer, B and Q, who according to the newspaper had a sale on. The guy answering the phone affirmed he could help us with our enquiry and there was no need for me to speak to a kitchen specialist. I thought we had hit gold. However, he wouldn’t arrange a site visit for measurements to be taken and a plan to be drawn up.

“Why would we do that when you haven’t been into the store to choose a style?” he quizzed.

“Why would I drive to your store to choose a style when you don’t even have my measurements?” I retorted.

“Well go online then.” He suggested. So I moved on.

And to Wickes. The builder’s pal and the first port of call for my seriously DIY capable family and friends. And what a surprise; the young lady that took the call new exactly what to do and what to ask. Within minutes she had booked and confirmed an appointment for a trained consultant to visit to measure up after the school run on Monday and a provisional visit the store to discuss the design.

John from our local store came to visit and over the past few weeks walked us through the precarious road f domestic compromise to select our new kitchen. But above all, he did what his competitors failed to do; give me a warm feeling.