A leading change

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Consistent complaints from our staff have prompted us to take the decision to implement an automated consumer ordering system. The aim of this email is to draw your attention to your role in driving progress in the adoption of digital technologies.
While the decision to integrate technology into our activities was due to complaints from staff, there is also a need to make them see the need for improvement. It is inevitable that certain workers may feel threatened that the corporation will reduce the size of its staff. It is your responsibility to connect to your employees’ values and inspire them to good utilization of the new technology (Snell, Bateman, & Konopaske., 2015). Effective adoption of the change requires collaboration of the employees. You should create a guiding coalition by putting together teams that have the capability to lead the change. Ensure that each group has the expertise, credibility and leadership skills necessary for effective transition.
You need to clarify to your subordinates the differences between the past and the future. Inform them about the value that the automated technology will add to your respective outlets. Your communication should influence as many people as possible into accepting the idea. This only happens when they understand the vision and strategy.
Our entity, just like any other organization, has multiple barriers to change. This is a non-traditional idea that many employees may not have experience with. However, it is your responsibility to organize all the layers of management and supervision to provide up-to-date information to the employees and the top management. This information will help us overcome structural barriers.
In order to encourage employees to advance the new vision, you should make short-term wins visible and unambiguous. The achievements should be planned for and follow-ups should be made. The individual employees and groups should be given an opportunity to come up with their own plans that are then combined to from the grand plan for the respective outlets. It is your responsibility to follow up on the plans, reward and recognize the employees who take active part in formulating and implementing plans that result in visible and unambiguous success.
It is important that you protect the employees from feelings and attitudes that will make them let up. The little gains that are made in the initial stages should be consolidated and utilized in producing more change. The changes experienced through the steps outlined above should then be incorporated into culture. Some employees may be lost in the process of transition. The new culture should be reinforced with every new employee that comes in.
I look forward to working with you to ensure that the aspects explained above are implemented and that the change is effective in solving the current issue.
Yours Sincerely,
Executive Manager.

Effectiveness of the Above Communication

This email is effective in delivering the information. It offers an opportunity to explain each aspect of change in detail. In addition, the recipients have the opportunity to keep referring to it in the course of implementation. Verbal conversation lacks this advantage and in case an individual does not remember one of the aspects, he or she is likely to keep contacting me. However, email communication does not offer the sender an opportunity to read the recipient’s non-verbal communication as is the case with face-to-face conversations. Therefore, the managers who do not support the change are likely to sabotage it in future. The solution to this issue is letting each recipient give his honest opinion.

Reference

Snell, S., Bateman, T., & Konopaske, R. (2015). M: Management. Columbus, OH: McGraw-Hill Higher Education.

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