Do you need to make a change in your business to sustain growth or scale?
Change comes in many forms and is often met with resistance, fear, and uncertainty of the outcome.
Many see change as unnecessary or threatening. Many also pay it lip service within business so it never happens or is seen as an unsuccessful drain on both resource and budget.
“To improve is to change; to be perfect is to change often.”
— Winston Churchill
Whether we like it or not, change is inevitable in work, in business, in life and we’ve all had to adapt and be out of our comfort zones and embrace change in a myriad of ways since the pandemic began.
Change is needed to adapt to external factors, like the market and competitors, and internal factors like new staff, new products or services. Done well you can implement change quickly, but managed poorly it can mean delayed results and even loss of staff. So, it is important that change is given the relevant level of importance and resource.
What if you could manage a change within your business that is considered, planned, communicated and implemented in a way that makes it understood, accepted and ultimately becomes a shared goal?
ProAction HR can make that change a reality. Our team of highly experienced consultants work with CEOs, MDs, FDs, HRDs and COOs of mid-sized businesses and devise and implement a change programme for the most favourable outcome, whether that’s driven by legislation, new market opportunities or simply a new business strategy.
Do any of these resonate with you?
Uncertain of the direction to take next in the business?
Know you need to introduce change but don’t know how?
Need unbiased support to manage your staff through a period of change?
Need some ideas or a sounding board on how best to introduce change?
Why won’t our business deliver new results?
Losing key talent – you want to understand why?
Scared by survivor syndrome?
For many organisations, change is managed in a reactive way and only at a time when it really needs to happen because there is no other choice to take, rather than action being taken to facilitate the change in a structured and proactive way.
How About If You Could ACT Not React?
We’ve outlined some examples of how introducing aspects of change, in a planned, structured and ‘inclusive’ way with our support could be a real differentiator for your business.
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To facilitate change:
Technically seek to integrate the businesses to become one employer - A potential TUPE exercise.
Identify the cultural differences within each workplace/location/business.
Consider whether the organisation needs to restructure to support its future combined businesses.
Remember: “Culture eats strategy for breakfast.”
- Peter Drucker
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To facilitate change:
Focus on making the present performance in the business sustainable.
Consider how streamlined the current role profiles are to support either option.
Identify the spare resource capacity that is presently available.
What is the predicted incoming business in the next two years?
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To facilitate change:
Consider the future structure, skills, experience, and knowledge required.
Can the current staff be retrained and redeployed?
What proportion of the existing workforce could be retained?
Important to consult on potential impacts and seek staff opinions on the way forward.
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To facilitate change:
What individuals do you have that can be identified as high-performing talent?
How can you retain them in a very competitive, candidate-driven market?
What do their personality types and backgrounds suggest makes a successful staff member?
Consider how you source and attract more of this type of individual to join you over the competition.
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To facilitate change:
Is your experience and that of your management team closing you off from new ideas?
Would an external, unbiased, and neutral viewpoint support the required change?
How does the competition within your industry act, or react?
Even more importantly what ideas have been dismissed and should be explored further?
True business change is more than just a rudder shift.
To successfully steer a new course, change is only truly implemented as a result of a structured and planned process to make your organisation more efficient and profitable.
If any of the scenarios we’ve described resonate with you and your business challenges then let’s have a coffee and talk it through.
Let us help you navigate the storm of change and guide you to calmer waters.
For you. For your business. For your people.
Client Testimonials
“The team from ProAction HR supported St Michael’s Home Care through the challenging process of the business closure. They were flexible and open in their approach, gave practical advice to assist the Directors and had a strong focus on achieving the best outcomes for staff and the company.”
— The Board of St Michael’s Hospice
“Proaction HR has provided fantastic support to Spectris over the past three and a half years. During this time, Spectris has evolved its strategy and operating model, resulting in a leaner, more efficient structure at our group headquarters. Proaction HR has been invaluable during this time. Providing in depth consultancy and on-the-ground support during the restructuring; delivering change management projects and high-quality outplacement services to those employees effected by these changes.”
— Danny Rosewarne, Group Organisation Development Manager, Spectris Plc.
Discover Our Other People Change Services
Employee Engagement
The world of work and the expectations of workers has changed in recent years. Striking a balance between what your business needs and what employees now want and expect is the key to engaging and retaining your people in such a way as to create a healthy and productive workplace culture.
Outplacement
People are at the heart of what we do and nowhere is this more evident than our flexible Outplacement Programme. Always with a commercial focus and a drive to create proactive change for the benefit of your company, we are equally focused on seeing employees as people, and managing their experience at what can be a distressing time.
Wellness
Your people are your company’s greatest asset and what the pandemic showed us all is that their wellness is paramount. Wellness is not just about ticking a box; it is about doing what is right and demonstrating the importance and value of that asset within your organisationt.
Managing TUPE
If you are a business owner looking to grow through acquisition or looking to sell your business, or you take on new business from competitors then you should be aware of the employment law regulations TUPE (Transfer of Undertakings (Protection of Employment) Regulations). ProAction HR can support your business at times of change.
Culture Audit
Company culture refers to the way your teams’ communication and behaviour reflect the values, vision and goals of your organisation. A truly emb edded company culture creates a healthier and happier workplace, leading to better productivity and higher employee retention.
Let us help you navigate the storm of change and guide you to calmer waters.
For you. For your business. For your people.
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