How do CHROs bring “Resilience to change culture” to employees’ daily work?

Since COVID-19 came, businesses and people have focused on resilience to change to increase the ability to become acquainted with new environments, new strategies or new colleagues.

Especially, our research in the 3rd quarter of 2023 showed that the HR Department is the most needed to have a significant change in thinking and approach.

According to HR research, there are 6 aspects that CHRO should focus on when establishing the resilience to change culture:

1/ Strategic Planning: Work closely with other executives to ensure that HR strategies align with overall business objectives. Then anticipate and plan for changes in the business environment.

2/ Develop and Implement Change Management Plans: Lead the development and implementation of comprehensive change management plans. Specifically, establishing communication strategies, training programs, and support systems to help employees navigate changes effectively.

3/ Promote a Resilient Organizational Culture: Fostering an environment where employees feel empowered to adapt to change, learn from challenges, and collaborate effectively.

4/ Identify and Develop Future Leaders: Building a pipeline of talent ensures that the organization has capable leaders to guide teams through periods of change.

5/ Gather Feedback and Adjust Strategies: Understand employees’ concerns and experiences during periods of change. Then adjust strategies and improve the overall approach to resilience building.

6/ Embrace Technological Advances: Adopting innovative HR technologies can streamline processes and help the business adapt to changes more effectively.

Right now, is your company’s workforce strategy ready for transformation and resilient enough to change? Just take 5 MINUTES for this scorecard and receive your answer to establish the right resilience to change culture:

Why is change management failing most of the time?

Up to now, some businesses still have difficulty implementing resilience to change culture. When surveying the reasons, more than 47% of employees said it came from a lack of project management.

What are the top 3 reasons that lead to the failed change management?

1/ Poor Communication: Ineffective communication about reasons for change, expected benefits, and employee impact can cause confusion and resistance. Clear communication is crucial for gaining employee support.

2/ Inadequate Stakeholder Engagement: Failure to involve key stakeholders results in a lack of support for the change. Engaging stakeholders builds understanding and fosters a collaborative approach.

3/ Insufficient Change Leadership: Lack of strong leadership from the CHRO and key executives leads to a lack of direction in the change initiative. Successful change requires committed leadership.

The cooperation between HR leaders and employees in change management and resilience to change culture deployment is very important. According to Kotsios, 2023 and Ayala & Manzano, 2014, the skill of entrepreneurship is an important factor that predicts the resilience of entrepreneurs.

Based on the research result from “Entrepreneurial spirit helps SMEs recover after COVID-19” by MBA Ha Van Thuy - Hoa Binh University in June of 2023, the key skill is “How does the entrepreneur maintain a positive working spirit?”. Which, the “Positive working spirit” is the must-have intermediate factor that helps the employees who have mature skills and expertise directly impact positively the resilience to change culture and business recovery.

How can you bring the positive resilience to change culture to each employee? Which step-by-step strategy do you need to communicate with people?

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