Main Change

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Our employees' consistent concerns prompted us to take a decision to use a customer ordering system electronically. I assume that this answers employees' concerns that the number of customers overwhelms them. This email is intended to draw your attention to your role in changing the latest technology. While employees' complaints told them of their decision to integrate technology into our operations, they must also be helped to see the need for change. Some workers would probably feel threatened by a reduction in their workforce in the company.It is your responsibility to connect to your employees’ values and inspire them into good utilization of the new technology (Snell et al., 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 (Snell et al., 2015). Therefore, you should be willing to explain to them and repeat where the employees need clarification.

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 (Snell et al., 2015).

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 (Snell et al., 2015). 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 communicating the information. It offers me 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, they are 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 their honest opinion.

References

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

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