Buddha taught us: “there is nothing constant except change. » But change takes energy, resources, vision and more. Before beginning a long, laborious but promising process, have you asked yourself if you have the capacity to change?

The economic fabric of Quebec is made up of 99.8% SMEs which generate 57% of jobs. Are you one of them? Your resources are limited and your concerns are mostly focused on “operations”. However, you need to adapt to the market. Fortunately for you, you have advantages that large companies don’t have: the ability to respond quickly and flexibly to changing circumstances. threats and opportunities. But then, why do some changes fail while others succeed?

First of all,

1. favor the human aspect: the most successful changes are those where employee involvement was most valued. Then,

2. master and develop the knowledge of your employees, so that they are competent and ready for any eventuality. Before you start your changes,

3. communicate your change objectives and ensure employees understand and embrace them. Finally,

4. give enough freedom to employees so that they generate initiatives and

5. make them also accountable so that they redouble their efforts to innovate.

By adopting healthy relationships with employees, you will help establish the success criteria for any change project. Do you want to remain competitive with facing the strong pressures of the economic world around us, not to mention customers who are increasingly informed and critical of their choices? We bet that yes. In these circumstances, the success of the company depends on a rapid and adapted response to the constraints of its environment, and innovation will depend above all on the capacity of your human capital to innovate and adapt to needs.

Need help changing an old, entrenched culture? Call the Iceberg Management team to get there step by step.

Author

Julie Tardif

Sales Director, Co-founder & Partner

Approved speaker and trainer

Human resources consultant


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