No matter which framework companies choose to execute, the key factor to its success is who is in charge of the change management. Keith Kitani, CEO of GuideSpark, shares a guide for what you need internally during change management and specifically who needs to be in charge.
Companies in all industries are going through a tremendous amount of both business and strategic change. These changes are driven by factors such as digital transformation, digital-centric competition, M & A, the gig economy, and a more diverse and dispersed workforce than ever. 71% of communication leaders say that the pace of change has accelerated in the past three years. This pace has caused more than 80% of employees who are undergoing an organizational change in their workplace to experience cultural tensions and competing priorities.
Without the proper approach and implementation of these change initiatives, companies are at risk of losing more than just money, but their talent, too. People are the most important factor in a company’s change management success: the leadership in charge of the changes and the employees who must embrace them. That’s why an organization’s HR leadership is a critical piece of the puzzle.
For example, many companies undergoing significant digital transformation are implementing new systems, such as a new HRIS. While considerable time and resources are spent on the systems and processes that come with a new HRIS, the need for behavioral change to drive adoption is a significant problem communicating the “why, when, and how” to employees is critical for driving successful change, adoption and ongoing use of the new system.
To achieve change management success, you need to have the right communication plan in place to drive change effectively. Poor communication can derail the most well-planned, well-intentioned change programs. HR teams play a huge role in paving the way for lasting success by ensuring employees embrace change. Here are a few things to remember when implementing a communication strategy.
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