Successful Change Management Starts with People
Dipali Garad
Email Developer | Email Marketing | Campaign Management | Campaign Planning
Companies in all industries are going through a tremendous amount of both business and strategic change. These changes are driven by factors such as digital transformation, digital-centric competition, M&A, the gig economy, and a more diverse and dispersed workforce than ever. 71% of communication leaders say that the pace of change has accelerated in the past three years. This pace has caused more than 80% of employees who are undergoing an organizational change in their workplace to experience cultural tensions and competing priorities. Without the proper approach and implementation of these change initiatives, companies are at risk of losing more than just money, but their talent, too.
The critical factor to a company’s change management success revolves around people: leadership in charge of the changes, and the employees who must embrace it. That’s why an organization’s HR leadership is a critical piece to the puzzle.
For example, many companies undergoing significant digital transformation are implementing new systems, such as a new HRIS. While considerable time and resources are spent on the systems and processes that come with a new HRIS, the need for behavioral change to drive adoption is a significant problem—communicating the “why, when and how” to employees is critical for driving successful change, adoption and ongoing use of the new system.
To achieve change management success, you need to have the right communication plan in place to drive change effectively. Poor communication can derail the most well-planned, well-intentioned change programs. HR teams play a huge role in paving the way for lasting success by ensuring employees embrace change. Here are a few things to remember when implementing a communication strategy.
1. Articulate the “why.”
Change initiatives generally align with business objectives, so make sure those goals are clear to employees. Be transparent about the reasons behind change management plans and activities so employees better understand the company’s direction and why business changes are happening in the first place. Reinforce the messaging with your frontline managers, who are closest to their employees, and who will show that all levels of management are united behind the change.
2. Take an employee-centric view
Consider how your employees will be affected. How are employees benefiting from it? Framing and communicating the difference in a more personal way will give employees a sense of empowerment, and they’re more likely to be invested in change initiatives when they know how it will affect them personally. Remember that one size does not fit all, so to inspire change, communications should be customized to each employee.