In the last month or so, I have heard "change
Managing Change In The Workplace
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Welcome to corporate America where, like hula hoops, catchy phrases and slogans come and go only to be replaced by the latest and greatest. And occasionally, resurrected as this golden oldie is being at your work place.
Next time you're at one of these meetings, dazzle your colleagues by inquiring if this change management is a result of a "paradigm shift"? :-)
The flipside to your argument is employees implementing changes at their whim...in short, anarchy.
I agree that change should occur and originate at all levels, but you need a process (you call it bureaucracy) or a pathway where ideas get discussed/evaluated based on the merits. Change Management IS defining how change should occur and minimizing the risks associated with it or even maximizing the value of the change. It also makes sure that a bigger picture view is considered where processes/people affecting the change are considered. (most employees only see their side of the equation/work). Change should be deliberate.
" I find motivating bottom-up change to be a much bigger problem" --> maybe because they do NOT see a path on how to do it. or worse, they do NOT want to own the change and get the blame if it fails and blows up in their faces. The process democratizes the change initiative and still give credit to the originator.
Employee morale (new idea generation) are generally higher when they see and feel that the organization is open to new ideas and there is a process where those ideas can be brought up, evaluated and discussed based on the merits....and hopefully implemented