McDonald restaurant experienced several setbacks in its operations. A combination of internal and external problems severely affected its performance and resulted in customer dissatisfaction. As a result, many of the customers found alternative restaurants with similar services (Jellison, 2006). Considering these two fundamental problems the top management of the company decided to move toward the implementation of a new strategy. The core of this new move was the introduction of travel path technology and provision of lower calories services. These were seen as key to reviving the restaurants reputation in the public.
Having a safe and well-prepared environment makes it easier to implement change (Jellison, 2006). The first step is to gain the trust and collaboration of your staff. Having to face barriers from within an organization makes it very difficult to implement change. The first phase of a plan which aims at ensuring a safe environment to implement change is gaining employee confidence and trust. The second step is to make all necessary technical preparation in order to avoid time waste and / or other barriers once change implementation begins. This includes all the necessary research and development activities related and financial backup if needed. The implementation of these steps will ensure a safe environment to implement change.
Recognition of employee’s hard work and their ability to contribute to the management of the business will build trust and lower down internal barriers. As described above, the first step is to communicate the new strategies to the staff and gather their feedback about possible ways of implementing them. This feedback collection process will make them feel involved in running the business. This information could result beneficial since it is employees who are in direct contact with customers all day long. They may give valuable details about how to increase customer satisfaction. For example, they can give information about the low calorie services to offer and what customers like the most.
A milestone plan is necessary to have a gradual change implementation. This plan will set milestones for all employees. This should not be a one-sided plan but employees should be involved in building it. At least their voice should be listened when drafting the plan. The plan should start with minimal increases in performance to continue with major ones. Employees should consider the target milestones they should fulfill prior to the external audit control (walk-in). Other steps include the assurance of franchise holders and other interested parties that the head office had adequate funds to cover this transition phase. This way they will become partners and not barriers to change implementation (England, 2011).
A new reward scheme is the final step of preparations. We have described above what is required from employees. Nevertheless, a new reward scheme will serve as a motivation force toward achieving the desired results. For every increase in performance and / or target achievement employees will get bonuses. If they have achieved all milestones prior to the walk in of the external audit, they will receive a bonus. This financial incentive will ensure that employees will have an internal drive in achieving all performance targets. In addition, they will receive penalties if the external walk in audit finds problems with their work. This combination of awards / penalties along with their involvement in the decision-making will ensure smooth implementation of change in the organization (England, 2011).
References
England, K. (2011). Navigating change. Smart business Akron/Canton New York: McGraw Hill.
Jellison, J. (2006). Managing the dynamics of change. New York: McGraw Hill.