When it comes to navigating change in your organisation, it’s crucial to understand that change isn’t just a one-time event—it’s a process that unfolds over time. Rather than viewing it as a single action, you should consider how change impacts various aspects of your organisation and how it’s experienced by everyone involved.
Take, for example, a merger or acquisition. The true challenge comes as employees from both organisations start working together, adapting to new leadership, aligning resources and values, and merging different corporate cultures. The real success isn’t just about signing the deal; it’s about how well the teams integrate and collaborate over time.
To navigate change successfully, you’ll need to focus on more than just the logistics. It’s crucial to support your employees throughout the transition by communicating clearly, gathering feedback on how they’re adjusting, and tweaking your approach based on that feedback. This ongoing process of support and adaptation is what really drives successful change.
Understanding change management
So, what exactly is change management? At its core, change management is about guiding people and organisations from where they are to where they want to be. It’s not just about flipping a switch; it’s about supporting everyone through the ups and downs of the transition.
Change management involves planning, communicating, and providing the necessary support so that the shift feels as smooth as possible. It’s also about highlighting the exciting potential that change brings, showing how it can positively impact both individuals and the organisation. With the right guidance, everyone can see the benefits of change, leading to personal growth and collective success.
How leadership buy-in makes change stick
For any change to really take hold, leadership buy-in is key. If senior leaders aren’t fully on board with the change, your employees probably won’t be either.
When leaders model the change and actively participate in the process, it sends a strong message that the change is important and beneficial.
Some cultural challenges to consider when going through change include:
- Senior leadership expectation and mindset – Sitting at the heart of business culture, you need your senior leaders to truly buy in to this work on the employee experience and help drive it forward.
- Employee perception – Surveys can create a fear of “survey fatigue”. Employees are not tired of being asked for their opinion, they are sceptical about action taking place off the back of it.
- Line-manager ownership and responsibility – Consistency of your management population when it comes to the ‘soft skills’ is required to manage people and handle survey data in the right way. Giving line managers coaching and support on this can help the success of change initiatives.
- Meaningful engagement – You need to ask people about the things that really matter to them and the business. What do they want work to feel like, and what will they bring to the table as part of their personal responsibility for experience.
Measuring success
Measuring the success of a change initiative is just as important as implementing it. But, the way you measure success can differ depending on the type of change you’re making. For instance, with a new project management tool, you might track employee adoption rates, improvements in project completion times, or user satisfaction levels.
On the other hand, if the change is more cultural, you might look at employee surveys, turnover rates, or overall morale. The metrics you choose should align with the specific goals of the change and provide insights into its long-term impact.
Engagement Index tracking
Refer to your engagement metrics, such as the Engagement Index (EI), which is a comprehensive measure of employee engagement. Many organisations use this metric to track and assess how engaged their employees are over time.
Hive’s Engagement Index is made up of the responses to 3 core questions measuring Pride, Advocacy and Loyalty across an organisation (measured on a scale of 0 to 10 with a result of 7 and above indicating a positive score). Using these in your surveys can serve as key measures throughout the change process.
The results will provide insight into how your change project is affecting overall employee engagement.
Types of organisational change
When navigating organisational change, it’s essential to understand the different types of change that can occur. Two primary forms are transformational change and incremental change.
Transformational change: This involves a fundamental shift in an organisation’s structure, culture, or strategy. It’s often driven by major external forces or a need for significant improvement, such as mergers, technological overhauls, or shifts in business models.
Incremental change: Incremental change involves gradual adjustments or improvements made over time. It aims to enhance existing processes, products, or practices without disrupting the overall structure. Examples include process optimisations, small-scale product updates, or minor policy changes. All general surveys are aiming to do this – make small incremental changes to engagement results over time.
By recognising the differences between transformational and incremental change, organisations can better tailor their strategies to effectively manage each type, ensuring that changes are implemented smoothly and with long-lasting positive impact.
Understanding which approach is needed helps in planning the right support, resources, and communication strategies to guide the organisation through the change process.
Common challenges in change management
Change, even when necessary, can be tricky and often comes with its own set of challenges. Here’s some of the most common:
Resistance to change: Employees might resist change due to fear of the unknown, loss of control, or perceived negative impacts on their roles. Overcoming this resistance requires clear communication, involving employees in the change process, and providing support systems.
Communication issues: Ineffective communication can lead to misunderstandings, confusion, and a lack of buy-in. Transparent, consistent, and engaging communication is essential for managing change effectively.
Inadequate training: Without proper training, employees may struggle to adapt to new systems, tools, or processes. Comprehensive training and resources are key to a smooth transition.
Lack of leadership support: Successful change management requires strong leadership to drive the change, model desired behaviours, and address challenges. Leaders must be visibly committed and supportive throughout the process.
Insufficient resources: Change initiatives may falter if they lack the necessary resources, such as time, budget, or personnel. Adequate planning and resource allocation are crucial for successful change implementation.
Lack of understanding stakeholders: Failing to understand the insights and concerns of employees—the people most involved in day-to-day operations—can lead to uninformed decisions that might derail the change project.
Only 4% of CEOs know what is going on in their organisations at the front line, failing to listen can cause huge setbacks in making change.
By understanding these elements of change management, you can better navigate the complexities of change and create a more adaptable and resilient organisation.
The role of employee feedback in change management
Let’s talk about something that’s absolutely key to managing change successfully: employee feedback. Imagine trying to steer a ship without ever checking the compass—you wouldn’t know if you’re on the right course, right? The same goes for organisational change. Regular check-ins, surveys, and open communication channels are your compass, helping you gauge how well the change is being received and where you might need to adjust your course.
Some examples of change where employee feedback is crucial , and when you would need change management:
Merger or acquisition: Understand employee adaptation to new leadership, cultures, and processes.
Restructure: Identify struggles with new roles, team alignments, workloads, and workflows.
Reduction in force: Gauge employee morale and ensure remaining staff feel supported. Also consider gaining an understanding of survivor guilt. Don’t assume the remaining workforce is okay just because they kept their jobs.
Operating model change: Pinpoint pain points in daily routines and long-term goals.
Strategy change: Measure understanding and alignment with new strategic goals.
Digital transformation: Monitor adoption of new tools and address training gaps. Don’t underestimate that when you’re introducing new tech and creating improvements and efficiencies to ways of working.
Cultural transformation: Track progress of cultural shifts and areas needing reinforcement.
Agile transformation: Assess adaptation to agile practices and identify support needs.
Rapid growth: Maintain cohesive culture and communication amid expansion.
Encouraging feedback isn’t just about gathering data—it’s about making your employees feel heard and valued. When people know their opinions matter, they’re more likely to engage with the change and even become champions for it.
Plus, the insights you gain from feedback can be gold. Maybe there’s a small issue that’s easy to fix but has a big impact, or perhaps there’s a great idea for improving the change that you hadn’t considered. By keeping those communication channels open, you’re not just managing change—you’re empowering your team to help shape it.
The importance of continuous improvement
Here’s a little secret: successful change management doesn’t end when you’ve ticked all the boxes on your to-do list. It’s actually just the beginning. Change is a journey, not a destination, and continuous improvement is your ticket to making sure that journey leads to lasting success.
Think of it like maintaining a garden. You don’t just plant seeds and walk away—you water, weed, and sometimes replant to keep things growing.
In the same way, after your initial change is implemented, it’s crucial to keep an eye on how things are going. Are there any areas where the change isn’t delivering as expected? Could something be tweaked to make the process smoother or more effective? By setting up mechanisms for ongoing feedback and regularly reviewing your progress, you can ensure that your organisation stays on the right path.
This approach doesn’t just help you sustain the benefits of the change; it also creates a culture where continuous improvement is the norm. And when your team sees that change is an evolving process, they’ll be more open to future changes, knowing that their input and experiences help shape the outcome.
Engaging stakeholders throughout the process
Finally, let’s talk about stakeholders. Successful change management isn’t just about getting your employees on board; it’s about engaging everyone who has a stake in the outcome, including customers, suppliers, and partners. These groups are vital to the success of any change initiative, and their buy-in can make or break the process.
This is often one of the biggest failings of an organisation, where they treat the teams or areas most impacted by change as isolated areas.
Think of it like planning a big event. You wouldn’t just focus on one aspect, like the catering, and ignore everything else. You’d consider the venue, the guest list, the entertainment—everything that contributes to making the event a success. In the same way, you need to consider how your change will impact all stakeholders and involve them in the process.
By engaging stakeholders early and often, you can gather diverse perspectives, anticipate potential challenges, and build a stronger, more unified approach to change. It also shows that you value their input and are committed to making the change work for everyone involved. When stakeholders feel included and informed, they’re more likely to support the change and help drive it forward.
Let’s wrap this up
Navigating change in your organisation requires a thoughtful approach, ongoing support, and the right tools to measure progress. Understanding the types of change, addressing common challenges, and leveraging employee feedback are all crucial elements for success.
If you’re looking for more detailed guidance, check out our Navigating Change Playbook, which is packed with strategies and best practices to help you lead your organisation through any transformation with confidence.
