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Organizational Change: Implementing Changing Evaluations for Walgreen's

Develop Part II of a comprehensive plan to implement an organization change. Part II of your organizational change plan focuses on strategies for implementing the proposed change.
1. Describe the methods that will be used to monitor implementation of your proposed change.
2. Examine the relationship between the organization's related processes, systems, and personal or professional roles and their affect on your proposed organizational change.
3. Identify communication techniques that will be used to address any implementation issues that may arise.

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Develop Part II of a comprehensive plan to implement an organization change. Part II of your organizational change plan focuses on strategies for implementing the proposed change.

PART A: Describe the methods that will be used to monitor implementation of your proposed
Monitoring Change Implementation

- In order for the change to take place in any organization, checks must be made to see if the changes are effective; and employee progress and performance must be continuously monitored. This is not micromanaging parse; just watching day-to day performance and checking with administration and HR to ensure that ensure change protocol agreements are adhered to and that employees review forms were updated to include and reflect the 3 or 4 yearly reviews and to reflect the period they are to cover i.e. 3-6-9- 12 months.
- This will also ascertain if supervisors and managers have been conducting reviews as they should. This will help the change monitor and evaluator decipher if assigned and agreed upon changes/duties etc., are being adhered to so they can all be on the same page and so that the attention can be focused on results as a result of the changes and see any associated team dynamics, management and all of Walgreens in store/branch employees is to watch over every aspect of how employees carry out assigned activities and -tasks. During this phase it is crucial that managers meet regularly to:
- Assess progress flaws, needed modifications etc., towards performance objectives
- Identify any barriers or threats that could may prevent the employee from accomplishing performance objectives and what needs to be done to overcome them
- Share feedback on progress relative to the goals of the change
- Identify any changes that may be required to the work plan as a result of a shift in organization priorities or if the employee is required to take on new responsibilities
- Determine if any extra support is required from the manager conducting reviews at Walgreens or others to assist the employee in achieving his or her objectives
- In this case; it would also be a good idea to go over the review manager's coaching skill and appraisal techniques and encourage and remind him/her about the new ongoing reviews policies
- This would also include performance management and coaching managerial employees to address concerns and issues related to performance so that there is a positive contribution to the organization.
- This would be also providing direction, guidance, and coaching or leadership support as required on assigned activities and tasks as they relate to the assessment reviews of Walgreen's employees.
- Remind managers need to recognize strengths and weaknesses of employees and work with employees to identify opportunities and methods to maximize strengths and improve weak areas.
- Remind him/her that delivering honest-non-judgmental-non-biased feedback, are crucial.
- Remind manger or supervisors giving reviews and conducting assessments Positive feedback should involve telling employees about their good performance and where they could improve. Also, part of this monitor and evaluating should be ensuring that feedback is timely as agreed upon for the new review schedules; they should be specific and frequent.
- Monitor the change process also to ensure that assessment is not just (accomplished x goal and yes or no); rather it should be specific; and descriptive and should always be directed to the action, not the person-since the main purpose of constructive feedback is to help people understand where they stand in relation to expected and/or productive job and workplace behavior. ...

Solution Summary

The solution implements changing evaluations for Walgreen's.

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