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Supporting and Responding to Change in a Business Environment

Livingsta shares her positive experience in business administration, customer service, and education.

Change in business

Change in business

Going Through Change

When organisations or businesses go through the change process, each individual involved in the change process is responsible for effectively responding and getting involved in the process and supporting it in order for the change to happen without many negative consequences.

For this, each individual should be able to identify the effects of change on one's own work and also identify the reasons for doing so. Individuals or teams involved in the implementation of the change process should occasionally review the effects of change on employees and processes and then record and analyse the outcomes.

Employees and employers should understand their own roles in responding to the change process. After the change process has taken place, it becomes a continuous phenomenon, and individuals should adapt to the effects of changes on their own values and respond positively.

This is an NVQ unit at Level 2, with a credit value of 3. For ease of understanding and referencing, I have divided the unit into three parts, and this is the third part.

2.6 Describe how to identify the effects of changes on own work and reasons for doing so

After the change process has been implemented, the effects of change need to be monitored in order to track performance before and after the change is implemented. There must be advantages of the new change process, which is why it was implemented in the first place, but in order to check if there are any, one needs to find ways of identifying the effects of changes on their own work.

Some ways in which the effects of change can be identified are:

  • Observe for changes using statistical information, for example, organisation’s turnover, team performance reports, customer feedback, time taken to accomplish tasks, measure complexity of tasks, calculate costs, conduct meetings, discussions or supervisions to identify the effects of change, conduct surveys, etc.
  • Compare statistics and other information before and after the change was implemented.
  • When it comes to different groups, teams or departments, they will all have a different impact as a result of the change and hence survey departments and teams separately.
  • Check to see the advantages and disadvantages of past practices, and check to see if any key relationships are affected, if any practices are affected negatively, if any areas of the business are affected, if the structure of the business is affected and so on.
  • Check to see how employees have responded or reacted to change and note them down for analysis purposes. This can be done by having meetings, one-to-one discussions, taking feedback, questionnaires, etc.
  • Keep a check on the skills gained through the change process.
  • Carry out assessments on processes on which change was implemented and compare the results before and after change.

The reasons for identifying the effects of change are:

  • It will help to decide whether new resources, tools and training are required.
  • It will help to explore new ideas and identify and sort out any problems that may have budded as a result of the change.
  • It helps to gather detailed information about the effects of change.
  • Helps with statistical analysis and enables forecasting of the future of the business.
  • It helps to review the effects of change on employees, customers, departments and the organisation as a whole.

2.7 Explain the purpose of reviewing the effects of changes on people, processes and outcomes

Once information on the effects of change is identified, this data can be used to review the effects of change on people, departments, processes, and so on.

The change curve

The change curve

The purpose of reviewing the effects of changes on people, processes and outcomes is:

  • Staff, teams and departments will want to know how they are performing as individuals, as teams and as an organisation after the change was implemented. Reviewing and producing the effects can help them to rectify errors and take steps to perform even better next time.
  • It helps everyone to work with dedication and involvement; it helps them to decide on timeframes, quality, costs, quantity, training needs, staff numbers, etc.
  • It gives people a view of what is expected, what more needs to be done, and makes changes and corrections accordingly.
  • It helps staff and departments to provide and take help whenever necessary, and they also know who to contact during those times of need.
  • Reviewing constantly by identifying the effects of change can give rise to the exceptional performance of teams, individuals and organisations.
  • It helps to clear uncertainties.
  • You can monitor the progress and track it to see if the change has yielded positive or negative results.
  • You can keep track of all the problems that may arise, and reviewing will also help you track to see if the business is going in the right anticipated direction. It also helps to move the business up to the next levels depending on outcomes and performance.
  • Reviews help to keep up with the changing technologies and implement new innovative and creative ideas. You can clarify any obstacles that prevent the business from moving forward.
  • You can assess the effects of change, how huge the change is, how many people are affected and if the change is gradual or radical.
  • It can help identify and evaluate successes and failures and will help make improvements in the next process.
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2.8 Describe ways of reviewing the effects of changes on people, processes and outcomes

Reviewing the effects of change on people, processes and outcomes is a very important aspect of business when changes are implemented.

There are many ways in which the effects of changes can be reviewed, and a few of those are:

  • Conduct meetings, group discussions, brainstorming sessions and one-to-one meetings to gather updates, performances, problems, statistics and other information.
  • Collate updated information frequently and communicate them with everyone involved.
  • Communicate achievements, reward and provide recognition for success and celebrate them so that employees, teams and departments are motivated to perform better.
  • Conduct reviews and supervision to ensure that people are trained and have the necessary skills.
  • Give and receive feedback to find out how employees are contributing and accepting or not to the change process.

3. Understand Own Role in Responding to Change

3.1 Explain the purpose of change as part of a process of continuous improvement

Changes are introduced in a business in order to gain positive outcomes, like increasing profit, improving customer service, improving employee benefits, keeping up with the changing world and technologies available, standing out in the competitive business platform and many more reasons, depending on the situation of each organisation.

Change is not a one-time or one-off process, but it will be an ongoing effort to improve the services provided, products delivered, the processes within the organisation or department, ways of working, relationships with customers, suppliers, partnership organisations, etc. Change is something that is implemented to achieve the organisation’s goal and beyond. Hence, it is a continuous process that is implemented whenever needed for continuous improvement and development of the organisation.

So analysis, review and implementation of change is an ongoing process for the continuous improvement of the organisation. It makes the organisation more competent. Change has to be made continuously as small improvements to the business rather than waiting for problems to occur and making huge changes all at once.

As feedback is received, it should be analysed, and the change must be implemented. This will help with the smooth functioning of the business.

Applying frequent small changes will not have a huge serious effect on the budget. Employees should frequently look at ways to improve their performance and skills and be ready to accept and respond to changes as and when they occur.

The continuous improvement process keeps the teams together and helps the members to work together towards any necessary goals.

3.2 Explain the possible effects of changes on own values

While changes happen in the business environment, in the teams and in departments, these changes have some possible effects on one’s own values. People develop more skills like communication skills, team spirit, team building skills, interpersonal skills and many more.

Let us look at some of the possible effects that change has on one’s own values:

  • Good and strong connections are developed between the employee and the employer when there are genuine contributions from both parties while working on the change process. This also applies to various other working aspects in the business. These connections will lay the foundations for many possibilities for the employee to grow and progress in the company and will also help the company be productive as a result of the contribution from that employee.
  • When employees work by valuing the ethics of the organisation (that are positive and give credit), the loyalty towards the organisation and respect for the organisation increases. When changes give positive results, employees become more enthusiastic and devoted to their work and dedicated to the organisation. This improves their personal skills.
  • When changes help in improving the organisation’s standards and the employees’ standards, it helps in building mutual trust and commitment between the organisation and the employees and customers.
  • Helps with self-worth or self-understanding, can-do attitude, and insight on issues.
  • Builds team working skills, helps build relationships with colleagues, teams and department, and understand the importance and purpose of teamwork.
  • You become committed and passionate about the work you do; you respect organisational values and culture and respect differences.
  • Supporting diversity and learning things from different perspectives.
  • More driven to achieve results.
  • Learn to adapt to changes.
  • Help and inspire others.

3.3 Explain the benefits of responding positively to changes

Some of the benefits of positively responding to changes are:

  • Managing better and moving forward proactively.
  • You identify the positive points and can set goals and then focus on them.
  • Acquire new skills and knowledge that the change helped you to gain.
  • Support colleagues and the team and get appreciated, maybe even a career progression.
  • You can grow as an individual and flourish.
  • Increased productivity.
  • Team cooperation and morale.
  • Improved quality and flexibility to change.

“Change is inevitable. Change is constant.”

~Benjamin Disraeli

Note: A kind note for NVQ candidates; Please prepare your units relating them to the job and business/organisation that you work for. All the best!

I hope that you found the information here useful. Please feel free to feedback and to share your thoughts and experiences. Thank you for stopping by.


This article is accurate and true to the best of the author’s knowledge. Content is for informational or entertainment purposes only and does not substitute for personal counsel or professional advice in business, financial, legal, or technical matters.

© 2015 livingsta


Cindy G Fellers on December 29, 2017:

Nice article

livingsta (author) from United Kingdom on March 22, 2016:

Hello FlourishAnyway, thank you for sharing your thoughts. So true what you've said and it tells a lot about the organization itself. I personally feel that communicating changes and getting prepared for it will benefit the employees and thereby the organisation itself! :-)

livingsta (author) from United Kingdom on January 06, 2016:

Hello Akriti Mattu, thank you, glad that you liked! :)

Akriti Mattu from Shimla, India on May 11, 2015:

Very well written.

FlourishAnyway from USA on February 14, 2015:

Some of the organizations that I've been with have paid great attention to how employees would respond to major change (layoffs, reorganizations, leadership shakeups) and others just made the change and expected the employees to figure it out. The only thing constant is change, that's for sure.

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