Change management

Change is a pervasive feature within organisations. Whether in response to external forces or internal mandates, organisational changes demand specialist expertise to ensure successful outcomes are achieved.

But change management is commonly cited as a key concern for employers across the economy. Failed change management initiatives can significantly impact organisations, wasting resources, time and effort, demotivating employees and limiting the potential of an organisation and its people.

In HR terms, there are a number of considerations that can help create effective change programmes:

Early engagement – Involving employees early in the process supports better engagement and change success. This involves being open about why the change is happening and why it is necessary or preferred to the current status quo.

Give individual context – Impactful communication will emphasise what the change means for employees on an individual level. This is about giving individual context to improve employees’ connection to and understanding of the changes.

Be open to objections – Through the change process employers should invite meaningful and open dialogue with employees, making them feel comfortable and able to raise concerns or objections. This is invaluable insight into potential barriers to adoption, which can then be tackled head-on to improve change engagement.

Alignment to culture – If change is to result in transformation, ensure there is clear alignment to aspirational features of organisational culture.

Key learnings – Throughout the process, capture, measure and monitor activity and performance. This will offer invaluable learnings for future change projects.