3 Tips to Implement Change Successfully
You know what’s hard for organizations? Change. You know what’s worse? Standing still. Whether you need to implement a new corporate process or a new technology, it is critical to not only get the solution and strategy right but also to implement it in a manner that wins over skeptics and ensures long-term success.
Here are three tips for implementing change successfully.
Tip #1: Recognize that a great idea is only the beginning
Let’s say you know—quantitatively, unequivocally—that your organization needs to automate its accounting system. It’s an absolute no-brainer. If you think your work is done, that all you have to do now is implement your wonderful automated solution, you’re making a mistake.
Anytime you’re going to change something at your organization, recognize that there will be hesitancy and resistance. There always is when it comes to dealing with change. So you have to be prepared to tackle several issues that are not about the product but about the culture:
- Win over management, so you have their support
- Engage and educate employees
- Identify opportunities for collaboration across affected divisions
- Make sure it’s clear who is in charge and accountable
Tip #2: Make it a two-way conversation
Employees are less likely to get onboard with a new technology or other solution—again, regardless of how great it is—if they’re simply told after the fact what it is and why it’s good for them.
Avoid employee resistance by engaging, as many of them as possible in the full process, from strategy development through implementation. Often, they’ll have valuable, on-the-ground insights into what’s working and what’s not—and they’ll feel more empowered, valued, and engaged.
When you announce a forthcoming change to employees, make sure that you explain not only what it is but also why, how, and when it’s being implemented. If you’re not ready to answer all those questions, you’re not ready to announce the change.
Tip #3: Review and refine your change processes
After implementing a new process or tool, it’s important to evaluate how well it worked—not the solution itself but the change process. Ask questions such as:
- Did management adequately support the change?
- Was there employee resistance? How could it have been better avoided?
- Was the implementation plan followed? If not, why not?
- Did the change process move fast enough? Are greater efficiencies possible?
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About the Author: Kimberly Gangi
