滬江小編：公司改革對于公司和員工都是一件大事。改革成功，公司發(fā)展得更快，員工的工作前景更好。但是，高效成功的公司改革卻需要公司上上下下，甚至外部人士的共同努力與配合才能完成。如何進(jìn)行公司改革？主要要經(jīng)歷以下四個階段。

小編的話：音頻開始部分是英領(lǐng)館的介紹，不是音頻不對哦，請大家耐心聽到正文部分！

Transcript

Before change there must be analysis. Organisational change is a costly and difficult business and there must be a real business need reason in order to change current practice. Typically, changes are attempts to reach new markets, to improve productivity or to cope with drastically reduced funding. A good analyst will identify the key problem.

滬江小編：為什么要實施結(jié)構(gòu)性變革？無非為了達(dá)到以下幾個目的：進(jìn)入新市場、提高生產(chǎn)力、應(yīng)對資金大量減少。所以，在實施變革之前，要對這些問題都進(jìn)行詳細(xì)分析后才能做出決斷。

Once it's clear what change is required, a change strategy has to be developed. In other words, somebody needs to say what should be done. Sometimes the idea will come from a 'visionary' within the company, perhaps an imaginative and persuasive member of the management team. Otherwise, the company might bring in a consultant to help them find the right solution. Either way, management should also consult with staff at this stage. There should be meetings to help raise awareness for the need for change and to give employees a chance to suggest their own solutions.

滬江小編：進(jìn)行變革需要參與的人員不僅包括公司高管，還可以聘請客觀公正的第三方，當(dāng)然不能忘了公司員工的參與。公司的變革關(guān)系到每一個員工，因此這是讓大家出謀劃策的好機(jī)會。

Next comes what's probably the most problematic stage: implementation. Above all else, making the planned change a reality requires communication. Staff will need to be informed of new procedures and, where necessary, trained in new skills. The most important member of the change management team at this stage is the 'gatekeeper'. It's their job to be available to staff to help them deal with problems they may be having with the changes and answer any questions, making the change as painless as possible.

滬江小編：變革中最難的部分在于有力地執(zhí)行。這就要求公司上下有完善的溝通，每一位員工都要知道變革的進(jìn)程，以此來調(diào)整適應(yīng)新的方式、培養(yǎng)新的技能。執(zhí)行中需要有人來擔(dān)當(dāng)“守門員”的工作，他/她要幫助大家適應(yīng)新的變化，負(fù)責(zé)解答員工碰到的所有問題，以及幫助他們解決變革中出現(xiàn)的實際困難。

Finally there's the consolidation stage. There needs to be a way to collect feedback from employees on how the change is being received. Because there will still be some resistance to the change even at this stage, someone needs to act as a 'champion' for the innovation. The champion gives encouragement and raises morale by congratulating everyone on a successful changeover and on what's been achieved.

滬江小編：變革的最后就是鞏固階段。這一階段需要收集各種反饋信息，看看員工們對于變革有什么樣的想法。任何一項改變都會有各種各樣的抵制或不配合的情況發(fā)生，這時就需要有一個“帶頭人”來激勵引導(dǎo)大家，告訴大家變革后會有怎樣的變化，以及會取得什么樣的效果。