Why are Companies Terrible at Changes in Business?
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Fremont: There is a famous saying "Change is the only thing which is constant", yet, several companies fail to get the process right. Be it a merger or a joint venture or an acquisition of businesses, there are many reasons that lead to the crumbling of the deal. So why do so companies fare so bad when it comes to change? One of the main reasons that companies don't fare well with changes, is the fear of failure. The resistance to change that the company faces from its top officials and its employees may be due to the fear of failure. They feel that the past was more secure and was a more comfortable phase, which make them cling on to it and resist changes. Also, the routine, predictable is so comfortable, that people refuse to get out of their shells. Another reason for the resistance from the employees is the huge bridge that they have to cross over. Adapting to new situations is tough for anyone, and that includes the employees too. A new management, new colleagues, new environment are a scary affair for anyone, which tends to make even those changes which would lift the company from rags to riches, fail. The problem is that employees are not able to cohere with strangers, who might have been their competitors in the distant past. They feel uncomfortable in the presence of other people, who might try to change the way they work - a big turn off for any one. When companies come together, there are often cultural clashes - difference in lifestyle, language, ethics - all these play a big role in deciding the fate of any coming together of companies. The companies should decide upon a common goal, which should be shared by the CEO, managers and all the top level executives. The employees should be involved n the meetings, and their concerns be listened to. If required arrange training sessions to put the employees in a better position. The company should deploy a change management team, to help the employees deal with the transition. The change should be monitored at each and every stage, so that any loopholes might be caught and fixed at the right time. The executives should counter resistance from the employees and align them to the overall direction of the organization. They should at all times, agree and support the people from within and understand that the transition might be tough for them too. The companies should involve as many people as possible and de-clutter the communication. Also, weaving the change into the culture itself might help companies and their employees come to terms with the ongoing changes, and handle them better.

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