沪江小编：公司改革对于公司和员工都是一件大事。改革成功，公司发展得更快，员工的工作前景更好。但是，高效成功的公司改革却需要公司上上下下，甚至外部人士的共同努力与配合才能完成。如何进行公司改革？主要要经历以下四个阶段。

小编的话：音频开始部分是英领馆的介绍，不是音频不对哦，请大家耐心听到正文部分！

Transcript

Before change there must be analysis. Organisational change is a costly and difficult business and there must be a real business need reason in order to change current practice. Typically, changes are attempts to reach new markets, to improve productivity or to cope with drastically reduced funding. A good analyst will identify the key problem.

沪江小编：为什么要实施结构性变革？无非为了达到以下几个目的：进入新市场、提高生产力、应对资金大量减少。所以，在实施变革之前，要对这些问题都进行详细分析后才能做出决断。

Once it's clear what change is required, a change strategy has to be developed. In other words, somebody needs to say what should be done. Sometimes the idea will come from a 'visionary' within the company, perhaps an imaginative and persuasive member of the management team. Otherwise, the company might bring in a consultant to help them find the right solution. Either way, management should also consult with staff at this stage. There should be meetings to help raise awareness for the need for change and to give employees a chance to suggest their own solutions.

沪江小编：进行变革需要参与的人员不仅包括公司高管，还可以聘请客观公正的第三方，当然不能忘了公司员工的参与。公司的变革关系到每一个员工，因此这是让大家出谋划策的好机会。

Next comes what's probably the most problematic stage: implementation. Above all else, making the planned change a reality requires communication. Staff will need to be informed of new procedures and, where necessary, trained in new skills. The most important member of the change management team at this stage is the 'gatekeeper'. It's their job to be available to staff to help them deal with problems they may be having with the changes and answer any questions, making the change as painless as possible.

沪江小编：变革中最难的部分在于有力地执行。这就要求公司上下有完善的沟通，每一位员工都要知道变革的进程，以此来调整适应新的方式、培养新的技能。执行中需要有人来担当“守门员”的工作，他/她要帮助大家适应新的变化，负责解答员工碰到的所有问题，以及帮助他们解决变革中出现的实际困难。

Finally there's the consolidation stage. There needs to be a way to collect feedback from employees on how the change is being received. Because there will still be some resistance to the change even at this stage, someone needs to act as a 'champion' for the innovation. The champion gives encouragement and raises morale by congratulating everyone on a successful changeover and on what's been achieved.

沪江小编：变革的最后就是巩固阶段。这一阶段需要收集各种反馈信息，看看员工们对于变革有什么样的想法。任何一项改变都会有各种各样的抵制或不配合的情况发生，这时就需要有一个“带头人”来激励引导大家，告诉大家变革后会有怎样的变化，以及会取得什么样的效果。