As businesses work to stay competitive and successful in an ever evolving market environment significant changes are always essential to progress. The most significant is often the recruitment and integration of new employees. Whether due to merger, acquisition or simply in response to market demands or business success; employing new people can often prove unsettling for existing individuals and teams.

Whilst from a management point of view it is easy to assume that employees will react positively to the news that the company is stable and growing, from an employee’s point of view it can be very different. They may feel vulnerable, worried and nervous as new people move in. Typical concerns include the threat that their jobs are at risk from being changed and fear that they may not adjust to new team structures, new line managers and changed business processes.

The worst case scenario would be for you to lose valuable employees at the time when you need them most because of the fear of change. It is therefore important to implement a planned organisational development (OD) and change process.

The things to consider:

• As part of planning for growth, take the time to consider the current function of the business, where you are going and how you are going to achieve this goal
• Focusing on finance, IT investment, new premises etc. are all obvious but do not overlook the importance of a planned people strategy
• Avoid the potential road blocks by engaging employees in the growth planning process from the start. Communicate with them at every step; seek their thoughts, ideas and opinions. Analyse feedback and work out how this can be incorporated into your strategy
• Provide knowledge, tools and training to help employees operate successfully in the new environment
• Plan and execute a smooth workforce transition to reduce the risk of a drop in productivity while people adjust to a new team and to help new employees settle in easily
• Design your new look organisation to effectively incorporate new employees, new ways of working, optimise resources and increase employee effectiveness
• And finally, you do not have to do this alone! Bringing in an OD specialist to help you understand the people related issues involved in growth planning can be of huge benefit. It will ensure you have the best possible framework in place and that you, and both your new and existing employees, have the tools needed to resolve any problems and challenges that may arise now and in the future.

Podcast - http://www.cipd.co.uk/podcasts/_articles/_organisationaldevelopment.htm

Book - Delivering Happiness: A Path to Profits, Passion and Purpose by Tony Hsieh

This month we’ve posed the following question on LinkedIn:

As your business grows and you recruit new people, can you assume your existing employees will automatically buy into the company vision and accept change instantly?

You can click here to add your suggestions.