How do you measure and evaluate the impact of change on your SME's performance?

1 ADKAR model

One of the most widely used change management models is the ADKAR model, developed by Prosci, a leading research and consultancy firm. ADKAR stands for Awareness, Desire, Knowledge, Ability, and Reinforcement, and it describes the five stages that individuals go through when they experience change. The model helps you assess the readiness and resistance of your employees, and design strategies to address their needs and concerns at each stage. For example, you can create awareness by communicating the reasons and benefits of the change, foster desire by involving and motivating your staff, provide knowledge and training on how to perform the new tasks, support ability by coaching and mentoring, and reinforce the change by rewarding and celebrating success.

2 Kotter's 8-step process

Another well-known change management framework is Kotter's 8-step process, developed by Harvard professor John Kotter, based on his extensive research on successful change initiatives. The 8 steps are: create a sense of urgency, build a guiding coalition, form a strategic vision and initiatives, enlist a volunteer army, enable action by removing barriers, generate short-term wins, sustain acceleration, and institute change. The process helps you create a clear and compelling vision for the change, mobilize and empower your people to embrace and execute the change, overcome obstacles and resistance, and embed the change into your culture and systems.

3 Lewin's change model

A classic and simple change management model is Lewin's change model, developed by psychologist Kurt Lewin in the 1950s. The model consists of three phases: unfreeze, change, and refreeze. The unfreeze phase involves preparing your organization for the change by creating awareness, reducing complacency, and increasing dissatisfaction with the current state. The change phase involves implementing the change by providing guidance, support, and feedback to your employees. The refreeze phase involves stabilizing the change by reinforcing the new behaviors, norms, and values, and ensuring that they are aligned with your goals and strategy.

4 McKinsey's 7S framework

A comprehensive and holistic change management framework is McKinsey's 7S framework, developed by consultants at McKinsey & Company in the 1980s. The framework identifies seven interrelated elements that affect the performance of your organization: strategy, structure, systems, skills, staff, style, and shared values. The framework helps you analyze the current state of your organization, identify the gaps and inconsistencies between the elements, and align them with the desired state of the change. For example, you can evaluate how your strategy, structure, and systems support or hinder the change, how your skills, staff, and style match or mismatch the change requirements, and how your shared values reflect or contradict the change vision.

5 Bridge's transition model

A useful and practical change management model is Bridge's transition model, developed by consultant William Bridges, based on his observation of human reactions to change. The model distinguishes between change and transition. Change is the external event or situation that occurs, such as a new product launch or a merger. Transition is the internal psychological process that people go through to adapt to the change, such as emotions, attitudes, and behaviors. The model describes three stages of transition: ending, losing, and letting go; the neutral zone; and the new beginning. The model helps you understand and address the emotional and psychological aspects of change, and provide support and guidance to your employees at each stage. For example, you can acknowledge and validate the losses and fears that your employees may experience, help them cope with the uncertainty and confusion in the neutral zone, and inspire and energize them to embrace the new opportunities and possibilities in the new beginning.