What type of ‘change’ requires a Change Management Programme.

Let’s explore 3 examples…

As HR leaders, we understand the importance of change…

Not only is it inevitable, it’s essential for innovation and growth.

But we also know how important it is to manage change correctly.

Because for our people, organisational change creates uncertainty and anxiety which creates engagement, performance and mobility challenges.

We cannot risk this, or risk losing our best talent in what is a hugely competitive employee marketplace, due to poorly managed change processes.

Managing change REALLY means managing how your people cope with change.

As HR professionals, that responsibility falls on us, and we can use change management models to help guide us.

Let’s consider some change scenarios where we simply can’t afford to leave success to chance…

Change example 1: Implementing new business critical technologies

For new software and technologies to be implemented successfully, businesses must communicate and introduce these changes to employees correctly and provide the right training and follow up.

Change example 2: Mergers and acquisitions

Business mergers and acquisitions can create a severe and long period of change, which can be an incredibly uncertain and unsettling time for employees.

For M&A to be successful, businesses should seriously consider how changes are communicated to employees and how support is provided during the period of change.

Change example 3: Organisational culture

Organisational culture is the energy of your company and is created by your people. For culture change to happen, it must come from your people first, which is why it’s essential to communicate and get your team’s engagement at the very start.

Communication is key

You’ll see a theme here, so use all of your platforms and all of your opportunities to communicate about the change.

Use the rule of 10, if you haven’t said something 10 times in 10 different ways, then you can safely assume that not everyone has heard you yet.

Takeaway

Most change initiatives fail, and you can’t afford to gamble on the investment or on the outcomes, so use tried and tested methods to drive your change through a structured programme with a first-class communication and implementation strategy.

Talk to us about supporting your change

If you don’t want to gamble on change, get expert support from Hill HR and we will ensure the success of your change management process.

Contact us and we’d be delighted to discuss how we can support you.