What factors should you prioritize when evaluating change management benefits?

1 Align with strategic goals

The first factor to consider when evaluating change management benefits is how well they align with the strategic goals and vision of your organization. You should be able to articulate how the change management activities and outcomes support the overall direction and purpose of your program and the stakeholders involved. For example, if your program aims to improve customer satisfaction and retention, you should prioritize the change management benefits that enhance the customer experience and loyalty.

2 Define SMART criteria

The second factor to consider when evaluating change management benefits is how SMART they are. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. These criteria help you set clear and realistic expectations and indicators for the change management benefits, as well as track and report on their progress and results. For example, if your change management benefit is to increase employee engagement, you should define what engagement means, how you will measure it, what target you want to achieve, why it matters, and by when.

4 Balance qualitative and quantitative data

The fourth factor to consider when evaluating change management benefits is how you balance qualitative and quantitative data. Qualitative data refers to the descriptive and subjective information that captures the experiences, perceptions, and emotions of the stakeholders involved in the change. Quantitative data refers to the numerical and objective information that measures the performance, outcomes, and impacts of the change. You should use both types of data to complement and validate each other, as well as to tell a compelling story about the change management benefits. For example, you can use testimonials, case studies, or stories to illustrate the qualitative data, and charts, graphs, or statistics to present the quantitative data.

5 Compare with baselines and benchmarks

The fifth factor to consider when evaluating change management benefits is how you compare them with baselines and benchmarks. Baselines are the starting points or reference points that show the current state or situation before the change. Benchmarks are the standards or best practices that show the desired state or situation after the change. You should use baselines and benchmarks to assess the gap and the progress of the change management benefits, as well as to demonstrate the value and improvement of the change. For example, you can use historical data, industry averages, or competitor analysis to establish baselines and benchmarks for the change management benefits.

6 Review and adjust

The sixth and final factor to consider when evaluating change management benefits is how you review and adjust them as needed. Change management benefits are not static or fixed, but dynamic and flexible. You should monitor and evaluate them regularly and systematically, as well as adapt and update them according to the changing needs, expectations, and realities of your program and your stakeholders. For example, you can use feedback loops, lessons learned, or continuous improvement methods to review and adjust the change management benefits.