5 Ways To Amplify Your Change Management Strategy

Change Management Strategy

Change, while intimidating for some, plays an essential part in business development at any ambitious company. Markets can change, talent pools can switch to contingent models, and technological innovations can become instantly available. So, knowing how to amplify your change management strategy can really make a difference in the long run.

But, every change management strategy comes with a certain amount of risk in some way or another. In fact, a 2013 Strategy&/Katzenbach Centre survey noted that major change strategies only saw success 54% of the time. Clearly, failing to successfully implement a proper strategy will cause financial issues as well as wasting company resources and damaging employee morale.

So, what kind of change management tools and tips are there to make your strategy a success? We’ve come up with 5 ways to amplify your change management strategy no matter how ambitious your plans may be. Read on to learn more or visit our Leadership page to see more of our articles.

Ask for feedback from the entire workforce before you begin

Having a vision for your change management strategy isn’t a bad thing. But, failing to ask for feedback before you begin the journey isn’t the best way to start. Thankfully, you can very quickly iron out any potential issues by taking onboard feedback from colleagues and employees about your planned changes.

By getting feedback from your employees, you can learn how well received your changes will be as well as discovering what simply isn’t necessary. After all, what kind of major business decision doesn’t rely on data of some sort?

It’s fine when top-level executives pull off a successful change management strategy after planning everything themselves. However, if they don’t achieve their aims or if the whole process fails, the outcome will be extremely disruptive and the responsibility far harder to shoulder.

Keep things simple at first

There’s no denying that change management can require a deep and sophisticated overhaul of current processes and technology. Just remember that you don’t need to run before you can walk. Even if there are existing issues that need to be addressed, prioritise these issues and bring in changes to fix them in stages.

Failing to do this will probably result in your employees becoming overwhelmed and confused with so many new things to learn. Productivity shouldn’t ever be compromised and if it is, you need to slow down and simplify your strategy even further.

Honest communication with all your employees is crucial after implementing any changes

The biggest mistake you can make during the change management process is failing to speak with employees honestly. It’s vital that you get them on board with your aims as enthusiasm and cooperation is what will drive success.

There’s no doubt that there may be technical issues to deal with as well as trouble adapting to new processes, but you’ve got to be honest about anything that crops up. By creating a transparent environment, feedback can flow from your employees long after implementation.

This is a really important part of optimisation when it comes to your strategy and can affect the outcome in a positive way if handled correctly. There may be a temptation to keep the ‘creative’ planning and development process restricted to only senior-level employees. Sadly, this is a common mistake that many change management strategies fail to tackle.

When employees at all levels are invested in and involved with the changes at hand, more real-time information is likely to come to your attention. And it’s this time-sensitive information that can make or break your plans.

Cultural values in the workplace can be redefined

A company’s workplace culture can really underpin employee satisfaction, productivity, and acceptance of change. But, is it really necessary to tread extra carefully when dealing with the established cultural values at your workplace?

Well, there’s no reason to dismantle what’s commonly accepted as this is likely to disrupt business and create resistance to what you’re trying to achieve. However, offering up ongoing, staggered improvements is a great way to loosen up even the most resistant employees when it comes to change.

Think about proposing ideas for new incentives

Obviously, one of the easiest way to get your workforce on board with your change management strategy is to offer up new and improved incentives. Simple employee recognition initiatives can provide the incentive and drive that less enthusiastic workers need to ensure success all round. But, this will also help management teams, as employees are left feeling valued by the company and more accepting of change in the future.

Are you looking to learn more about change management tools and tips? For more information, contact us now to get in touch with a member of our team. Or, find out how Saxons can help your strategy become a success with the latest change management tools by visiting the IT Solutions page now.