What issues do you need to consider when implementing a change management strategy?

Blog article | By Anthony Wolny, August 2, 2018

Many change management initiatives fail to achieve their intended outcome due to insufficient planning.

Putting together a well thought out change management strategy that considers potential issues will provide direction and purpose that’s essential for change success.

In our experience, through years of assisting global enterprises to adopt their new technology and processes, we encountered three common change management issues.

If you ignore these issues your change process will stagnate.

Communication issues

Uncertainty instills fear in your employees.

Failing to communicate with your employees can prove to be a fatal mistake for your initiative.

“Only 21% of internal communication managers believe employees have a good understanding of why senior leaders make the decisions they do.” – Gatehouse, 2016

Your people are at the heart of the change, they are a huge part of the process.

With strong communication your employees are more likely to embrace change, ultimately leading to a successful enterprise-wide transformation.

Another crucial consideration is your communication method.

How are you going to convey this change?

Mass company-wide emails may be the easiest option, but, they are definitely not the most effective.

Consider using modern, on-demand communication methods as opposed to outdated approaches such as mass, enterprise-wide email.

Around a quarter  of employees think email is a major productivity killer.”

Often your message gets lost in a crowded inbox resulting in your employees knowing very little about your change initiative. 

Agreement issues

Change can’t truly start until people embrace the change.

If your employees resist change, this will undoubtedly lead to lower productivity, decreased ROI and employee frustration.

The decision to implement change needs to come from the top.

But, middle management needs to have a clear understanding and the necessary information to support their employees.

“Engage people right down through your organization to “wave the flag” and influence the outlook of those in the trenches.” – Margie Warrell

By ensuring everyone is on the same page throughout the transformation, your employees will have their concerns addressed and your organization progresses fluidly.

This sense of unity helps boost morale and results in a greater team effort to embrace change.

Onboarding issues

The ultimate goal of every change project is to keep everyone up to date and using the new system.

While this seems like a simple task, it’s often the final hurdle at which most organizations fall.

It’s important to remember that change is a unique process that varies between people, everyone has a different response.

Because of this, when it comes to training you can’t have a one size fits all approach.

To onboard an entire workforce your training methods, need to be agile as well as adaptable.

Having a variety of support tools and on-demand training helps every employee make the most of your project.

“Only 9% of HR professionals think their current onboarding process is effective.” – Jeana Quigley

By providing your employees tailored training you significantly increase your onboarding rate.

 

Another way to make the most out of your investment is to improve your user adoption strategy, click below to read our blog.

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