Introduction
This piece discusses the issues arising prior to an EHR change in an institution. In the first section, impact of change on motivation discussed while the second and the third section address issues of communication during change process.
How Change Influences Motivation
Pugh & Mayle (2009), states that most people are not against change they are against the impact or the influences of change on them. Overtime people become contented with their working settings in accordance to their expertise. Where the work settings are not up to standard employees are always enthusiastic to change however there is a limit. Most will still worry about the personal impact the new technology or system will mean to them. In cases where there is an overhaul of technology workers will often worry about their ability to adapt, their level of skill, how much more they need to learn. Anxiety usually replaces motivation, and the result is a fully drained working crew, troubled and worried about their future. Rumors and speculation, replace the logic and the motivation of the working team plummets often leading to severe losses in terms of productivity. In the worst of cases, workers resign to avoid humiliation or transfer to competitors
How I would communicate with these employees and what i would tell them about the EHR implementation
As a manager of change, I would prefer a face-to-face conference meeting. Hughes, (2007) state face-to-face meeting makes the message of change less suspicious to the employees. Prior to this meeting, a video message, informing the employees about the EHR use, advantages will get sent to each employee. Secondly, in a meeting I would draw up a plan on how to listen and list all issues of concern that the employees might deem important. The aim of knowing what the workers have in mind would make it possible for me to recognize real issues and separate these from myths about the new change. Equally, during the meeting I will be able to recognize influencers in the working team so that I can personally engage them to make them understand how they and their fellow workers will benefit. Thirdly I will make it clear that the introduction of an EHR will not result in the devaluation of any employees. I will illustrate how the EHR is a strategic decision designed to adapt the business to evolving challenges and goals faced by the company. Lastly, I will inform the employees about the training and how much each employee needs in terms of skill required to operate the EHR. In an adaptation to this, I will point out how them accepting to learn a new system will reflect on their resume and the benefits that the company will achieve in future success.
Employer’s explanation on training for change and employee skills change
The employers will need to make the employees first with a big message about how the benefits and changes to the employee. Unfortunately, not all employees respond positively YEAGER, (2014, July). The employers will prepare for training sessions with the manufactures. Following successful implementation of the change, Employees will stand to benefit most. These are, because the EHR will cut the employees workload extensively by easing filing and record keeping. Employees will have more time for their jobs as the EHR can tabulate and analyze collected data.
Conclusion
There is a great need to address change in the organization seriously to avoid backtracking on years of effort by loosing workers commitment. Change process needs to get guided by excellent communication to achieve positive impact in addition to required training.
References
Hughes, M. (2007). The Tools And Techniques Of Change Management. Journal of Change Management, 7(1), 37-49.
Pugh, D. S., & Mayle, D. (2009). Change management. Los Angeles: SAGE.
YEAGER, N. (2014, July 8). Technology in the Workplace: How You Can Prepare. Minority Nurse. Retrieved October 17, 2014, from http://www.minoritynurse.com/article/technology-workplace-how-you-can-prepare
