Change is difficult, especially when it involves an entire organisation. When you’re making high-level changes, there are a lot of factors that need to be assessed. As well as plenty of things that can go wrong. Let’s look at the top reasons change fails and what HR should consider when developing a change strategy.
1. Lack of preparation
This is a critical step in the change management process. A strategy must be formed before change begins. When change is hastily implemented, important details will be missed and it will not receive the support necessary to make organisational change a success.
2. Change Comes from Outsiders
Change must occur from within the organisation. Having the input and guidance of an outside consultant or a change expert can be beneficial for providing reassurance and credibility to the change project. But, in the end, people need to know that change is something the leaders of the organisation believe in and not just an outside consultant’s recommendation.
3. Change as an Option
Leadership must commit to the change then guide the company through it. Change should be presented as a concrete plan, not an option, otherwise it will never happen.
4. No Change Management Team
Have a designated team in place to make the decisions involving the organisational change. Let someone from the team handle questions and guide employees through the change process. The team should be comprised of leaders and management who understand the necessity of organisational changeand are qualified to make change decisions.
5. No Employee Feedback
It’s important to encourage the involvement of those who are expected to implement the change. When employee input and feedback isn’t taken into account during the change process, it can create resentment and resistance. That will inevitably undermine the goals of the change.
HR plays an important role in the success of organisational change. The HR team should be involved in developing the strategy for change because people are such an integral part of the process. One of the tools HR professionals can use to help improve the change process is 360 degree feedback. 360 feedback can help identify future leaders, develop current leaders, and collect valuable feedback throughout the change process.
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