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Making changes to improve the overall success of your business should be applauded. It takes a lot of time, dedication, money, and just plain guts to alter the way a business functions; especially in the case of organizational overhauls such as is the case with Six Sigma. When done properly, changes can lead to greater production, happier employees, superior quality, and a better bottom line. However, it is when there is something missing that a company can harm customer relationships, frustrate employees, reduce quality, and hurt the bottom line. The difference commonly isn't a matter of whether the change was good or not, but is instead the way that the change was put into place. Even the simplest and most reasonable change cannot function if it has not been added to the company's function in a practical and meaningful way. It is therefore the responsibility of a business to not only choose which changes are needed in order to improve its overall function, but also how and when it should take its place among the "everyday". One of the best ways to discover where the problems may lie is to include the people who will be impacted by the change in the planning and implementation process. For one thing, it is the people who will be taking on the change who will best know how the change will work, and how it can be utilized. Furthermore, it will allow the affected employees to build a trust and a relationship with the management so that they can develop a belief in the change that is coming, and the motivation to make it work. Trust is extremely vital when making a change in a business. When an organization does not have trust, its employees will resist any upcoming changes, making it much more difficult to implement, and can even cause the change to fail. Whether or not the organization's management is has a high or low level of trust with its employees is one of the determining factors in the success of any changes it makes. It makes the difference between simply adopting a change, and actually adapting to the change to make it work. With trust, the employees will have a willingness to use the change to better their performance, and with it will come greater job satisfaction. With trust, and constant measuring of the performance of the change, a good change can easily become a great change in any business or industry.
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