After preparing for change is time for the executing. At this stage, the organization implements the planned changes on technology, structure, culture, or procedures. The specifics of how change should be executed will depend on the type of change. However, there are two tips that may facilitate the success of a change effort.
PROVIDE SUPPORT: As the change is under way, employees may experience high amounts of stress. They may make mistakes more often or experience uncertainty about their new responsibilities or job descriptions. Management has an important role in helping employees cope with this stress by displaying support, patience, and continuing to provide support to employees even after the change is complete.
CREATE SMALL WINS: During a change effort, if the organization can create a history of small wins, change acceptance will be more likely. If the change is large in scope and the payoff is a long time away, employees may not realize change is occurring during the transformation period.
However, if people see changes, improvements, and successes along the way, they will be inspired and motivated to continue the change effort. For this reason, breaking up the proposed change into phases may be a good idea because it creates smaller targets.
Small wins are also important for planners of change to make the point that their idea is on the right track. Early success gives change planners more credibility while early failures may be a setback.