1. MANAGING CHANGE IN A GROWING COMPANY James Colón, MBA, SPHR-CA, GPHR

2. Introduction

3. Why manage change?

4. Success!  Change can be a recipe for success or disaster  If done correctly, change bolsters growth and successfully aligns human capital with the strategic plan  If not done correctly, change can be met with much resistance company-wide

5. How do you manage change?

6. Steps to Take  Determine what you want out of the change  Develop a plan for the change  Get buy-in from the top down  Communicate with stakeholders  Keep an eye out for pitfalls  Constantly review your progress

7. What Do You Want Out of the Change?  Why are you growing?  Take the opportunity to tweak what you don’t like  Make sure your vision is built to be viable

8. Develop A Plan  Does your current mission and strategic plan support these changes?  How can HR best support this change?  Involve various stakeholders  Determine a budget  Have clearly delineated duties

9. More Planning  Know your limits – do you have the internal competencies to bring about this change?  Set SMART goals for the growth  Specific  Measurable  Assignable  Realistic  Time-related

10. Get Buy-In  Make sure the CEO and executive staff are on board  Find a champion at the executive level  Identify who best to work with at each level

11. Communication  What do you want employees to know?  Ensure your communication is effective  Determine who can best communicate  Have a communication strategy for different levels of employees  Communicate the same thing in different ways  Keep an open dialogue with stakeholders  Keep your ear to the ground

12. Pitfalls  Don’t be afraid to alter your plan based on circumstances  We’ll talk more about this later

13. Let’s Talk About Culture

14. Why Is Culture Important?  It’s the way your company approaches business  Culture can be a major determining factor in retention and success

15. Is Your Culture Toxic?  Are there quirks in your culture you want to fix?  Is your culture accepting of change?  Will your culture hold you back in expanding?

16. How Do We Ensure a Positive Culture?  Include current suitable employees in the expansion structure  Look for promotion opportunities  Provide excellent on-boarding with broad participation  Communicate a strong, positive message through branding

17. Possible Pitfalls

18. Look Out!  Recruitment  Lack of infrastructure  Compliance  On-Boarding/Training

19. Recruitment  Identify recruiting sources early on  Ensure that recruitment requirements are met  Have accurate job descriptions  Know who will be doing the interviewing and train them  Don’t forget about your pay grades

20. Infrastructure  Are Human Resources, IT, Finance, and Operations big enough to support this growth?  Hire infrastructure first so that they can be trained ahead of time  Will your HRIS support the larger number of employees?  Begin making preparations for self-service if you have not done so already

21. Compliance  Plan for hot button items:  Meals and rest periods  Overtime  Record keeping  Harassment prevention  Have a strong employee handbook

22. On-Boarding/Training  Make sure everyone goes through new hire orientation  Ensure an executive staff member visits to greet everyone  Ensure OSHA training, if applicable  Strongly enforce your introductory period

23. Rewards

24. What You Get  Growth that supports the strategic plan  A stronger workforce  Increased credibility for Human Resources

25. Questions?