"No, it's not going to be fine. Change is never fine; they say it is, but it's not."
By quoting Dr. Sheldon Cooper, a character from one of my favorite American sitcoms The Big Bang Theory, I would like to point out that humans are creatures of habit. We like to have our coffee at the same time of the day, we like to put our furniture and other possessions in the same places and keep them there forever and some of us even like to have the same haircut for a long period of time. There is nothing wrong with that. Without some system and habits the world would burst into anarchy. But still, everything should have its limits... So how can we be scared of change and at the same time scared of falling into a rut?
Google defines the verb change as to make or become different. There is a huge difference between changing something and changing the nature of a human being. Let's move to more technical and practical things – what kind of change is taking place within the field of change management? And even more specifically, what kind of change is happening in the field of change management within HR? Human resources and change management... This is a bit tricky, as every company either has its own HR department or has their HR outsourced, and by implementing, transforming or changing every other department, HR is not only involved but in many cases a large influence. Every organization has its own approach to change management and where to start with this change depends on their possibilities and decisions. Barely no one starts the transformation with the Human Resources department. Why is this so? Is it easier to establish or start a change within technical departments than within HR?
Implementing some kind of change in, let's say, the production department in a factory developing drugs (to take it from an extreme angle) could be seen as easy – equipment is changed (upgraded) or moved from one corner of the room or from one building to another, or the production process is changed somehow and people need to adjust and get used to it again. And what about HR? How different is changing the approach to technical equipment from changing the approach to people?
People need to be trained by any means
That is the inevitable part of every change. Even professionals are in need of training when a big change comes. Leaders or executives need to find out if the company is ready as regards organization and employees, they need to review the performance before, during and after the transformation and people have to understand the importance of change management – the prerequisites form the catalyst for a positive change. This applies to all areas, fields, departments and to every nook and cranny of every organization.
Trainings and employee education is a crucial part of a successful change. Because to the contrary of my favorite doctor – Dr. Cooper – change is good! Change transforms old into new and unsuccessful into successful. Let's end with another quote; a quote which is illogical, but still makes sense somehow, from another one of my favorite sitcoms, How I met your mother, from the character of Barney Stinson: "New is always better" is my oldest rule, which makes it the best.