When one of the world’s most celebrated business leaders announces plans to make a move, the focus is all too often on shares and customer impact, but little is mentioned about the impact it will have on the people within the organisation.
When Steve Jobs announced he is standing down as chief executive at Apple, initial reaction was that the company will never be the same again. HR now needs to step up to the plate.
It would be incredibly naive to suggest that Steve Jobs single-handedly generated the very specific culture or technological creativity, cutting edge ideas, and unbelievable excitement each and every time a new product is launched, but he certainly spearheaded it.
The pictures ‘over the years’ show just where the company has come, and how it has become the untouchable name that causes high street chaos when it updates a piece of technology with new functionality. So, what now?Well, the external impact has been well-documented. Share prices dived as confidence in the company seemingly left with the chief executive, and no doubt many within the company are wondering just what else Jobs is taking with him.
But, all too often the focus is on the outside – change like this is also a common people management issue, just how does a company continue in the same way and keep moving in the same direction when the figure that holds much of the energy and focus is suddenly not around?
And this isn’t just an issue when a high profile leader leaves the business, the current climate has forced corporate structural changes that are bound to impact on staff and managers, and no board of directors in its right mind would ignore the impact of change – no matter how positive the change is perceived to be.
What is initially important is not to underestimate the abilities of others within the organisation, but in terms of the view of the public and Apple’s customers – that bite just got a lot wider. Behaviours within the business will undoubtedly change now, so it is crucial that management teams manage the change effectively.
The dynamics of the company have changed, and directors would be wise to try and understand exactly how the mood within the workforce is changing as well, and this can easily be done through employee surveys and 360 degree feedback tools.
Change is inevitable, particularly in the economic environment global economies continue to work within, and it is important for change to be recognised as something that can impact people, just as much as customers, shares, and boards.
Elva Ainsworth is managing director of performance management software and services provider, Talent Innovations.
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