Workplace change is inevitable, but how you manage it can make all the difference. A strong HR strategy isn’t just about policies and processes; organisational change requires a deft blend of strategy and adaptability. Whether you’re restructuring, expanding, or shifting to a new operating model, HR plays a pivotal role in ensuring a smooth transition.
In a recent article with HRManager, Gemma gave her opinion on what’s needed to create meaningful change.
“Adapting HR strategy to organisational change requires a strategic and focused approach. Here are three key lessons I’ve learned:
- Align HR with business strategy: HR must reflect the organisation’s priorities. When change is central to the business direction, short-term HR priorities and focus need to support the transformation, and longer-term initiatives need to suit the future operating model.
- Equip leaders for change: In my experience, providing leaders with the skills to manage, communicate, and navigate change effectively is crucial to success. This includes coaching them to address employee concerns and maintain morale during uncertainty.
- Be aware of change fatigue: Don’t try to do too much. Think about the impact of the organisational change at an individual level and prioritise initiatives that support the change while pausing less critical projects to keep people energised and focused.
Ultimately, HR plays a pivotal role in aligning strategy, empowering leaders, and maintaining balance to ensure the workforce remains engaged and resilient through transformation.”
To read the full article and learn more about Gemma’s insights, click here.
