When small businesses let go their conventional habits and look for improvement, various obstacles will start coming their way. These obstacles may be internal and external. Before a small business owner or manager tackles the external problems, he or she ought to manage the internal obstructions. If internal harmony prevails, the company that undergoes improvements can meet them in confidence.
It is normal that most of the new approaches receive discouragement, and the modifications will also face numerous obstacles. In preparing beforehand to meet these obstacles and facing them, will make any change management a success.
Enmity among Staff Members
This may more often appear in the transformation processes. Some of the staff members may not agree with the new adjustments due to various reasons. An overseer of a small business may think that he may lose his position when the conversion is complete. Suspicion and doubt may fuel him to resort to sabotage. However, if the administration discusses the matter with their staff before activating any alterations in the organisation, this situation may not arise. Even if the prior negotiations have taken their due course, some staff members may go against the reforms in the Company. At the worst case, the institution or owner of a small business has to take strict action against such persons to pave the way for a successful amendment of the system.
New Equipment as Barriers
New equipment may also hinder the progress of the change. Lack of skills and knowledge of new equipment and tools may cause suspicions and rivalry among staff members. Therefore, the board of small businesses or their owners has to train their staff members in the functions of handling new equipment before they install them. Most providers of new machineries and equipment offer free training for the appropriate staff members. Therefore, for training staff members, small business rarely need extra expenditure. However, training old staff members to work with new equipment, machines, and other relevant technologies are vital to make the change management a success. Companies like Change Quest can help with training solutions.
Lack of Resources
The resources needed may differ according to the goals of the renovation. However, a small business owner or its administration should estimate the extent and the value of resources needed before implementing any changes the organisation may think are necessary. The organisation must at least have scheduled timeframes to receive the resources needed from time to time. The resources may be human, equipment, infrastructure, finance, skills and knowledge, and so forth. Prior analysing may resolve the problem of understanding what are the resources needed and how much. Otherwise, lack of resources may spoil the plan altogether at some point of the change.
Inefficient and Insufficient Communications
Good communication between the relevant parties is extremely necessary to make it a success. At the very beginning, every stakeholder must get together and exchange their ideas on the proposed reorganisation. Thereafter, daily, weekly and monthly meetings can harmonise the procedures with the relevant parties and improve their confidence in the oncoming or ongoing changes. It is most important to implement an effective system to carry on good communication with the staff at ground level. Sound communications will dismiss any fears among them of possible ill effects in the new change management. Harmony among stakeholders of a small business is imperative for any restructuring of the related business to take place effectively.
Photo credit: Sebastien Wiertz / Flickr