Change Management
Around 75% of all technology-related change programmes fail because of poor implementation (CIPD). Whatever change programme you're attempting – a new strategy, process or IT system – make it succeed by putting your people at the heart of the change.
We know that change needs to be “sticky” to help your people overcome resistance, understand the need for change and become ready to ensure success. While organisations constantly evolve, change needs to be carefully planned. If your people don’t buy in to your rationale for change, they will resist it and revert to old ways of working. Change management increase adoption through education, communication and cultural alignment. We help your people to accept, adapt and adopt change.
Our change management approach focusses on 4 key stages in change management which build on good practice change management activities.
What is HR change management?
The answer to that question is that it is the work of changing the resources, processes and people within an organisation. The task of managing that change is usually broken up into three stages: preparation, communication and implementation. All three are conducted by human resources (HR) departments, often with the support of specialist change management services.
The first stage in the process will be to assess the readiness of the organisation for change. That means examining its existing culture, including the attitudes of both managers and employees. The purpose is to highlight anything that might prevent successful implementation. After that, the next stage is to plan and carry out training in accordance with the desired changes.
HR staff should maintain lines of communication and engagement with employees wherever possible. The feedback they provide should then be used as part of the evaluation process. This is when the success of the change management strategy will be determined.
Some examples of changes in the workplace include:
• The rolling out of new policies concerning diversity, equity and inclusion (DEI)
• The laying off of staff to reduce overheads
• A takeover or merger with another company
• The introduction of new technologies or software to improve efficiency
• Changes to the leadership of a company
All of these common workplace changes will require the same four-stage process: preparation, communication, implementation and evaluation.
Why is HR change management important?
HR change management is important because the ability to handle change is essential to the ongoing success of a company. Change is inevitable and you need to have a strategy for smooth transitions. If change is successfully managed, it can bring a number of benefits for an organisation. These include improved efficiency, productivity and profitability, as well as higher rates of employee morale and retention.
HR departments are crucial to managing change, because they are trained to deal with people. They can communicate clearly to employees why changes are needed and address concerns they may have. HR can also organise and oversee training programmes to equip employees for the changes.
When it comes to planning and strategising for change, many organisations bring in outside change management consultants.
At FiveRivers Consulting, we have a track record in HR change management services. Contact us now to learn more.
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