An idea, whether good or bad, will always remain just that – a thought – if it is never used. Ideas are useless without a process of implementation!
The ideas floating around in your head might as well be balloons floating away to an unknown destination. If your company needs to implement a new process or procedure, it could be for various reasons. First, the idea of “rolling out” something new can be slightly intimidating; but you can overcome this if you establish the urgency for change.
Keep in mind, no matter what you implement, there is no way to know what will lead to a permanent change or a quick failure. When you introduce something new and start to make a change, several variables around you will also begin to change with it. This could bring other new ideas and issues to the forefront, helping you to push your plan in the right direction. (Hopefully your co-workers will play an essential part in brainstorming and sharing feedback!)
The most successful key to implementing change is involving your employees with every step along the way. When you allow your employees to provide feedback regarding the new changes, they can help you discover ways to improve upon that change, increasing its chances of implementation and becoming a success. Employee feedback also gives the employees a sense of importance, as they will feel like they contributed and made a difference. Welcoming their feedback helps the process run smoothly: they will back a shared plan for the overall good of the team.
Most importantly, as a member of management, it is your responsibility to provide employee performance reviews to measure goals and rewards. The only way to do this is to clearly state your expectations through defined tasks and set goals. The newly implemented plans should help each employee to meet their goals.
