Good change management minimises organisational disruption, enhances employee morale and ensures the smooth execution of changes. Good change management isn’t ‘rocket science’; in fact, it consists of a lot of common-sense principles: clear and timely planning active listening, consistent and open communication and appropriate metrics.
Yet a reality-check of these ‘simple’ guiding principles reveals why change management projects can be so difficult to implement. Successfully maintaining employee engagement and communication, meeting training and development needs and monitoring and measuring the success of change management projects require significant time and resources. Both are often in short supply for leaders and managers. They are already striving to meet operational demands and implement a strategic vision that can adapt to the full range of potential opportunities and challenges on the horizon.
No wonder then that successful change management projects can prove so tricky for employers.
Thorogood HR is highly qualified to support organisations and leaders with change management projects impacting on staff – whether that is supporting with reorganisation or restructuring or, considering change impact analysis, helping to devise action and implementation plans that identify potential resistance points and developing mitigation strategies.
