Change is as inevitable as Monday, and managing it effectively is necessary for strong, impactful growth.
But change is rarely optimal. In fact, according to McKinsey & Company, a management consulting firm, 70% of complex, large-scale change programs don’t reach their goals. This suggests while most enterprises aren’t reluctant to change, execution leaves much to be desired.
Fortunately, better transitions are possible with proper preparation and an understanding of how we naturally resist change.
Obstacles
While most organizations have already committed to some form of digital transformation, it still remains among the most frustrating changes.
According to a 2021 study from Foundry, a marketing technology provider, 91% of companies have adopted a digital-first strategy or intend to. But without introducing new technology organically, it’s possible employees won’t meaningfully use it. Most effective changes take time, and even seemingly small changes still require a cultural shift.
Luckily, HR is uniquely positioned to enact such a change, especially with technology. For example, introducing new tools into the onboarding process helps kickstart a needed cultural shift, since most recent hires won’t necessarily have habits to unlearn or outdated systems to relinquish.
And when HR is the first to communicate about and demonstrate new tech, they position themselves as the people-first department they’re intended to be. In fact, with the right workforce software, HR releases themselves from redundant, manual tasks and are free to focus on higher-reaching strategies.
Implementing change
Though every business’s transformation is unique, this doesn’t mean there aren’t universal practices to follow. Focus on the following areas to help deliver fluid and transparent change:
- Communicate clearly and frequently to help maintain a culture of trust.
- Obtain the sponsorship of your executive leadership for greater organizational buy-in.
- Discuss and develop coaching tactics with your managers so they’re ready to overcome unexpected hurdles.
- Coordinate training opportunities to help inform employees and proactively answer questions they may have.
- Be prepared to address resistance at any phase of your change management strategy.
Remember, worthwhile change may always be a challenge, but with the right change management strategy and tools to enact it, businesses transform with confidence.
For more resources and tools to help facilitate your organization’s change, explore our change management toolkit.
DISCLAIMER: The information provided herein does not constitute the provision of legal advice, tax advice, accounting services or professional consulting of any kind. The information provided herein should not be used as a substitute for consultation with professional legal, tax, accounting or other professional advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation and for your particular state(s) of operation.