Five Strategies for Successful Change Management
Change management cannot be left to chance. As your organization prepares to bring employees back to the office, a focused change management plan will help employees adopt the desired changes and embrace the behaviour changes required for a successful transformation. As a change management practitioner with over 30 years of corporate real estate experience, I recommend these key strategies for implementing transformational workplace change.
1. Workplace strategy follows business strategy. The first step creating a successful change management plan is to make sure you can link the workplace strategy to your business strategy. Build a story around how the project supports the business strategy and how the work place changes will reinforce the organization’s culture and values. Be consistent with the messaging and ensure that everyone is hearing the same story in all phases of the project.
2. Communicate early and often. These are very uncertain times; the more certainty you can provide during transformational change the better alignment you will create with employees and the better the outcomes will be overall. Engaging employees early, will help to set the stage for the change management plan. Employees need time and plenty of reassurance to get comfortable with transformational change. Just when you think you can’t possibly say it again—say it again. Take a high touch approach and use all communication channels available. If stakeholders know what is going to change and what is going to stay the same, they are less likely to be distracted and they can stay focused on their work.
3. Victory relies on those at the top. Business leaders need to sell the changes throughout the organization. They will need to be armed with clear key messages, training and coaching so they are able to lead the change for the organization. Leaders will support the change by communicating directly with employees, sharing the new workplace vision and managing the employee experience. Leaders must be visible to employees, engaged in the new strategy and accessible for questions.
4. See the big picture. Physical changes to workspace are the most visible part of the change and the most insignificant in the grand scheme. When organizations go through transformational change it is the impact on the people and the culture that is often overlooked. It is the acceptance of the changes and the new ways of work by the employees that, at the end of the day, will make the project a success and support the desired organizational culture and behaviour changes. What new skills, techniques and knowledge will they need to be successful? What is the plan to ensure that employees at all levels are prepared for success in the new work environment?
It’s not over when it’s over. Post move support is required to make sure the changes stick and are embraced by staff as they move into the office and adopt the new workplace strategies. This can be through observations and follow up communications and training if required, for employees to adopt the changes.
Implementing successful change in any organization has a high risk of failure. For greater success remain focused on the link between the business strategy and the planned outcomes. Communicate frequently and consistently, and don’t under estimate the impact of change on individual employees. Everyone accepts change at their own pace so be prepared to bring staff along through coaching and training.