Human Resources

‌‌‌‌Delivering Successful Change

Change is an ever-present and essential part of daily life, and the University is a constantly evolving organisation. While this can make it a dynamic and vibrant place to work, change can present challenges for individuals and groups, and needs to be effectively managed if we are to realise the benefits of making changes within the University.

Where change is likely to impact on the employment, contracts and/or general terms and conditions of staff, there is a legal requirement to consult formally with the recognised Trade Unions and the staff involved. This is detailed in a separate policy, the University’s Organisational Change Policy: Redeployment and Redundancy however, following the recommended approaches in this guidance for communication and engagement may also assist with this process. If there is any question of a possible change affecting the employment, contracts and/or terms and conditions of staff, you must consult immediately with your HR Business Partner, who will advise you on the process to be followed.

Involving your team in the need for change, and the plan to implement change, is essential in making sure your team is supportive. Change is usually required to solve a problem, to do something more effectively or to adapt to a changing environment. Discussing these challenges with your team, and jointly creating a plan to solve the problem, will ensure your team owns the change and is keen to make it happen together. Implementing a change without consulting your team will make understanding and accepting the need for change much more difficult.

Delivering Change     

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The first step in delivering your change is to think about why the change needs to happen, the type of change you are planning, what formal procedures must be followed (e.g. investment proposals, budget preparation, potential redeployment or redundancy implications, and so on), what precisely you are intending to change, and the key features of the change. 


Prepare ‌    

Once you understand the change you want to put in place, you can put the necessary preparations in place, including support for individuals to deal with change, identifying and sequencing change activities, developing your stakeholder management and communications plans, and revising relevant policies and processes ready for your change.

You are now in a strong position to guide your team through the change by managing the completion of planned activities, monitoring progress, communications and feedback, and amending your approach or identifying new activities or interventions to ensure your change outcomes are achieved.

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Once the changed state has been reached, there is still work to be done to reinforce changes and ensure activity doesn’t slip back to the old ways. New operating policies and processes must be shared, staff supported through additional training and clarifications, and issues arising in the new state actively captured and resolved

Throughout the delivery of the change you will need to review progress and reflect on how change outcomes match your expectations. This will help you to learn from your experiences and use this learning to adapt and improve your approach to the change.