top of page
  • Writer's pictureZoe

A Handy Guide for Small Business Owners to Manage Change

Updated: Aug 4

As a business owner, you understand the importance of effectively navigating challenging transitions. This is where change management comes into play. Our guide is designed to help you comprehend and execute this concept correctly.

Introducing changes to your business, regardless of size, can be daunting. You may be concerned about how your employees react to significant changes or shifts. Even though change management is not always discussed as an HR best practice, it is critical for any business looking to make substantial moves. Whether you are entering a new market or restructuring your organisation, ensuring the long-term health of your company is crucial.

It is often said that change is difficult, but it doesn’t have to be. By creating a solid plan and implementing it correctly, your business can enjoy all the benefits while minimising the drawbacks.

Our guide explains what change management entails and how to implement it effectively in your company.

Managing change is essential for any business making significant moves, like entering a new market or restructuring. It ensures the long-term health of your company, despite any employee reactions.
Learn how to effectively manage change with our guide for business owners.

An overview of change management

Emergent theories assume leaders should thoroughly understand their organisation’s structures, strategies, people, and culture to respond effectively to change. This understanding will enable managers to select the most suitable approach to change and determine the factors that could either aid or obstruct the process (Burnes, 1996).

Preparing individuals and organisations for significant changes, such as adopting new technology, responding to market demand, competition, business succession planning, and mergers, is critical to strategic human resource management, the change management process. This process is one of the core management principles that help institutions achieve their long-term goals and objectives while minimising disruption to personnel and operations.

Three steps of the change management process

When exploring change management, you will encounter various models, but many adhere to a standard three-step procedure.

1. Communicate change to employees.

Following a few key steps is essential to introduce organisational change effectively. Firstly, it is crucial to communicate to employees the significance of the change and how it will benefit the company. This will help to gain their support and address any cultural differences that may arise. Additionally, preparing for any logistical difficulties during the change process is essential.

2. Cultivate a plan

Secondly, creating a plan is crucial in ensuring a smooth transition and minimising adverse effects. Objectives that align with the changes should be established, and measurable success metrics should be implemented. Tasks and responsibilities should be delegated while considering feedback and input from team members.

3. Implement the change

Finally, it is time to implement the change once everything is ready and the plans have been made. The project manager should use the program’s framework and guidelines to guide employees in taking responsibility for their tasks. The manager should hold everyone accountable and monitor progress to ensure the plan is followed long-term. Any necessary adjustments should be made as outcomes are assessed.

Learn how to apply change management processes in your small business effectively.

Suppose you’re considering implementing change strategies for your small business. You might be curious about the essential change management techniques in that case. To ensure the successful execution of the process, you can follow these steps.

1. Understanding why change is necessary is crucial

Before embarking on a significant transition, it is essential to identify its reasons. What advantages does your organisation anticipate from this change? Is the potential gain worth the potential drawbacks and disturbance? It is vital to communicate the reasoning behind the transition to your employees so that they can understand and support it. Failing to do so could result in a lack of commitment and poor performance. You should also explain the financial and time investment involved in the transition to your employees.

2. It is essential to plan effectively.

It is essential to have a well-planned change management strategy, even if you have effectively conveyed the motive behind the transition. This will help convince those who are doubtful about your ability to achieve the vision you have in mind.

A solid plan is essential for successful change management. Determine the necessary resources regarding finances and skilled personnel, delegate authority wisely, maintain adaptability throughout the process, and be prepared to address any challenges.

3. Communication is essential

Maintaining effective communication is crucial throughout the entire process. Utilise effective strategies and tactics to ensure that everyone is on board with the change and keep them informed as you implement it. Oversee operations, inspire and motivate employees throughout the process, and seek feedback from the team during the transition. Remain open-minded and adaptable enough to make necessary adjustments based on the feedback received.

4. Evaluate potential risks and issues

Although it’s not possible to anticipate every obstacle, it’s wise to be aware of potential challenges that may arise. It’s crucial to emphasise the significance of risk analysis during the transition and communicate this to the team. Feel free to make changes as required.

It’s essential to involve your team extensively rather than attempting to manage everything independently. This is a critical aspect of maintaining a healthy organisational culture and will have long-term benefits well beyond the completion of the transition.

5. Utilise software to assist with processes and generate reports.

If you want to implement a change management plan, relying on spreadsheets or other essential tools might not be enough. Consider using HR software to simplify the process. With advancements in HR technology, you can quickly draft plans and manage employees during this transition.

Remember, the change management process is about people.

When going through a business change program, it’s essential to acknowledge that people react differently. As a result, it’s crucial to manage personalities and make necessary adjustments throughout the transition. Communication plays a significant role in these situations. When individuals feel left out of the loop during organisational changes, it can make them uncomfortable. Therefore, it’s crucial to communicate regularly and request feedback while creating an open dialogue that values employee contributions.

Acknowledging their emotions during the transition and being transparent with them while encouraging their assistance with problem-solving is essential. Flexibility is also crucial; be willing to adjust the plan based on their input. Continuously highlighting the positive outcomes that everyone will experience once the transition is complete will help to keep morale high.

Effective change management is about managing human beings, not just executing plans. Empathy should take priority over efficiency. Ultimately, this approach will lead to happier and more loyal employees.

References Cited: Burnes, B. (1996) ‘No such thing as …a “one best way” to manage organisational change’, Management Decision, 34, 10, pp.11-18

How about we work together?

Our approach to working with clients on their organisation development processes involves three steps. Firstly, we assess the organisation’s needs. Secondly, we create a plan to address those needs. Lastly, we commit to implementing the resulting solution.

Our engagement process consists of three key steps to ensure effective solutions are provided:

1. Analyse involves an initial consultation to assess requirements and explore options to solve the presented issue. Follow-up meetings may be necessary to analyse needs and potential solutions comprehensively.

2. Plan involves designing and developing a customised solution that aligns with the specific needs of the organisation, team, or individual.

3. Execute involves implementing the solution, whether it’s at a system-wide, team-based, or individual level. We aim to maximise results for sustainability through continuous evaluation and improvement.

If you’re ready to start your organisational development project, please get in touch with us, and we can arrange an introductory consultation call to discuss your needs. We’re excited to talk about your current situation and assist you in getting started. You can email us at or fill out the contact form on our website.

We can’t wait to hear from you!

11 views0 comments
bottom of page