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  • EMDS HR can help with the initial communications designed to create awareness around the business reasons for change and the risk of not changing. We will help you design a communication plan that addresses the needs of line managers, employees, supervisors and executives. We will advise on relevant training, i.e. project management/change management skills and leadership skills. These skills are very important if the CHANGE is to be effective.

    Training is the cornerstone for building knowledge about change and the required skills. We can help develop training requirements based on the skills, knowledge and behaviours necessary to implement the change. Poor communication has been linked to issues surrounding the effectiveness of in achieving effective change in various ways. For example, imposed change can lead to greater employee resistance. A lack of effective leadership has been identified as an inhibitor of effective change.

    Two-way communication with employees and their active involvement in implementation has been identified as a key enabler of change and active participation is one suggested means of overcoming resistance to change. Therefore, we will be on hand to help with resistance management – Resistance from employees and managers is normal. Persistent resistance, however, can threaten a project.

    The change management team needs to identify, understand and manage resistance throughout the organisation. We can also help by coaching managers during periods of change. We believe that line managers have more influence over an employee’s motivation to change than any other person at work. We will advise project leaders on the skills available within the organisation, identify skills gaps, training needs, new posts and new working practices. We can help negotiate, influence and engage across various stakeholders.