Change Management
Gain buy-in & implement successful change
Lay the groundwork for buy-in
Creating a new role, signing up for a new platform, or drafting a new policy doesn’t guarantee a positive result in itself.
It's essential that you get input from impacted parties, and develop a communication plan that explains and reassures every step of the way, including answering the all important “why?” and "what's in it for me?"
Running a business is hard. At times, it requires difficult decisions and having to change the path you’re on. These changes can include restructuring, changing the way you work, or changing the tools you use.
When implementing these changes – if your leaders and employees don’t have an opportunity to share their input on what’s not working, or don’t understand why things are changing and what’s in it for them – you’ll also have to deal with low morale, low motivation and an unsupportive attitude, at best.
Regardless of the scope, a change management plan includes a number of important steps:
A consultation process to get input from all relevant stakeholders and impacted parties – this can include one-on-one interviews, as well as quick feedback surveys;
A pre-launch communication strategy explaining why decisions are being made, the benefits for the team, what you’ll need their help with, and the support you’ll be providing after the change;
A carefully considered implementation plan to minimise the chance of any hiccups, as well as the production of training resources to reinforce any new ways of working or new tools;
Implementation, leading to go-live;
A post-launch communication plan to reinforce the change and prevent reverting to the ‘old way’, and to thank the team for their support, celebrate successes, and present the realised benefits;
Analysis and continual improvement based on learnings.
The benefits for your team?
Feeling heard and knowing their views influenced the outcome.
Clarity and understanding of what’s changing and why.
Commitment to the company mission and vision.
Appreciation of an organisation that respects its employees by communicating openly and honestly.
Loyalty to an employer that works to garner buy-in and implements change methodically.