City of Raleigh, Public Utilities Department: Strategic Plan
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How are individuals vital for change?
Each employee will need to internalize the goals of the Strategic Plan, adopt them as personal
goals and seek ways to implement the Strategic Plan in their own work space.
A Change Agent is someone who knows and understands the dynamics that facilitate or hinder
change. Within Public Utilities, change agents define, research, plan, build support, and
partner with others to create change. They have the courage and the willingness to do what is
best for the Department. Change Agents are the official and unofficial leaders of our divisions,
programs and work teams.
We must identify our change agents and use those employees to facilitate our Strategic Plan,
to lead our Department to its successful implementation.
How is communication a necessity for change?
Communication is imperative for the success of any Strategic Plan. No plan, no matter how
well developed and prepared, can achieve success if our staff do not know about it or how to
implement it. A component of this Plan, therefore, is a comprehensive communications
element which will outline specifically how these changes will be communicated.
How will struggles and hardships be communicated and set at ease?
Change may be hard; however, those whom become used to change are often more efficient
in the workplace and better equipped to deal with the challenges of today’s environment. It is
actually natural to resist change, especially if change is perceived to be detrimental to the
employee or the organization. But change is coming, and our organization must become more
efficient using the tools described in the communication plan.
We will use employee surveys to determine how ready our organization is for change and will
design those surveys to identify areas of hardship and struggles. These issues may come from
many directions: policies, habits, day-to-day business practices and even people.
The question we must ask is: What can minimize these hardship and struggle? Is there a need for
education about the benefits of change? Do employees feel appreciated? Are employees
included in the decision making process? Do employees feel that they have: job security,
competitive wages and compensation, interesting work, promotional opportunities, and
tactful supervisors which give constructive criticism? Whatever the situation, our Strategic
Planning process and our management team must be prepared to identify and resolve stresses
as they arise. Change will happen, but we need to recognize that change is stressful and it is
our job to limit that stress where possible.