Eight Change Management Tactics We Swear By

Business transformation isn’t just about implementing new tools or tweaking processes – it’s about transitioning employees to new ways of working.

This is where organizational change management (OCM) comes in. Change management is a set of tools and methodologies that address the human side of business transformation. Using the right change management tactics is critical to minimizing resistance and maximizing buy-in.

Recently, one of our government clients used our independent verification and validation services to ensure their HCM implementation stayed on track. One of the key success factors in accomplishing this was auditing the organization’s use of organizational change management. Below are some of the tactics we ensured were center stage.

8 Change Management Tactics That Must Be Center Stage

1. Know Your Terrain: Assess the Landscape

Conducting change management assessments helps you tailor your approach and anticipate roadblocks.

How it Works:

• Evaluate Your Organizational Culture: Does your culture value stability and established routines, or is it more adaptable and open to innovation? Recognizing this helps you tailor your approach and navigate potential resistance.
• Reflect on Past Change Experiences:  Were they successful? What challenges did you face?
• Identify Potential Resistance Points: Many signs of resistance are difficult to spot, especially when you’re dealing with passive resistance. Keep your eye out for anything that might point to unrest.

2. Chart the Course: Develop a Change Management Strategy

A change management strategy acts as your compass, outlining the scope of the change, its potential impact, and the key players involved.

How it Works:

• Define the Scope and Objectives: Be clear about what you’re changing, why it’s important, and what you hope to achieve. Are you beginning an ERP implementation, restructuring departments, or shifting towards a remote work model?
• Analyze the Impact: Change ripples through an organization, impacting different stakeholders in unique ways. Identify who will be affected, what potential concerns or resistance points might arise, and how the change interacts with your existing processes.
• Develop a Communication Plan: Craft a plan that defines your messaging, communication channels, and frequency of updates. Consider the needs of different groups and tailor your approach accordingly.
• Outline Training and Support Needs:  Assess the knowledge gaps your employees might face and design customized training programs that equip them for the journey. Then, provide ongoing support and maintain open channels for feedback and questions.

3. Champions of Change: Build Your Support System

Designating “change champions” to advocate for the change can help you spread enthusiasm across the organization.

How it Works:

• Identify the Right People: Look for individuals with strong leadership skills, credibility within their teams and a genuine passion for the change itself. They should be excellent communicators, able to articulate the benefits and connect with others on an emotional level.
• Equip Them: Provide change champions with comprehensive information on the change initiative, its objectives, and your communication strategy. Empower them to answer questions, address concerns, and inspire their teams.
• Let Them Lead the Charge: Delegate responsibilities by providing champions with the resources they need to drive the change within their own circles.

4. Bridge the Gap: Communicate with Clarity and Consistency

By addressing concerns promptly and proactively, you can keep employees informed every step of the way.

How it Works:

• Develop a Communication Plan: Don’t leave things to chance. Create a plan that outlines your communication objectives, messaging, channels, and timelines. This ensures consistency and prevents crucial information from falling through the cracks.
• Tailor Your Message to Different Stakeholders: Not everyone needs the same information. Craft your communication to resonate with different groups, considering their roles, concerns, and information needs. 
• Utilize Diverse Communication Channels: Don’t rely solely on emails or company meetings. Employ a variety of channels, including town halls, video messages, team briefings, and even informal conversations. 

5. Equip Your End-Users: Provide Training and Support

End-user training programs equip employees with the skills and knowledge needed to embrace new processes and technology.

How it Works:

• Identify Skill Gaps: Design targeted training programs to fill these gaps and ensure employees feel confident and capable in their new roles.
• Be Open to Feedback: Learning shouldn’t be a one-way street. Encourage feedback on your training programs and adapt them based on employee needs. 
• Provide Ongoing Support: Offer ongoing support through resources, mentors, and channels for questions and guidance. 

6. Anticipate the Ambush: Manage Resistance with Empathy

Change resistance is often driven by fear of the unknown, perceived loss of control, or concerns about job security. This resistance is natural, so you must anticipate and plan for it.

How it Works:

• Develop a Resistance Management Plan: This involves assessing the individual and organizational roots of resistance and determining how you will address them. Outline how you will provide personalized support that addresses specific anxieties.
• Approach with Empathy: Listen to employee concerns with empathy so you can build trust and open the door for productive dialogue.
• Offer Opportunities for Feedback and Participation: Give employees a voice in the change process. Encourage feedback, suggestions, and ideas for improvement. This fosters ownership and turns potential resistance into positive contributions.

7. Celebrate the Victories: Recognize and Reward Progress

Positive reinforcement, such as acknowledging and celebrating milestones, fuels momentum and keeps everyone motivated. You might celebrate completed trainings, successful software go lives, or small achievements within teams. 

How it Works:

• Use Incentives and Awards: This helps you acknowledge successful system adoption on an individual basis. 
• Share Success Stories:  Showcase how individuals and teams overcame challenges, adapted to new ways of working, and achieved positive outcomes. 
• Create a Culture of Appreciation: Build a culture where appreciating effort, progress, and positive contributions is the norm. 

8. Adapt and Refine: Continuously Monitor and Evaluate

Change is a dynamic process, so be prepared to adjust your course. Regularly monitor your progress, gather feedback, and refine your tactics based on insights.

How it Works:

• Measure on an Ongoing Basis: Ideally, you have predefined goals and key performance indicators (KPIs). Track your progress against these KPIs during and after any software implementation or business transformation.
• Be Open to Feedback: Encourage input from all levels of the organization and be open to adjusting your strategies based on real-world experiences and suggestions.
• Modify as Necessary: Be prepared to refine your change management tactics based on your monitoring and feedback. This might involve modifying training programs, adjusting communication strategies, or even tweaking the timeline or scope of the project.

Next Steps: Outlining Your Change Management Tactics

Successful change management isn’t a one-size-fits-all formula. By understanding your unique situation and staying adaptable, you can transform change from a daunting challenge into a catalyst for growth.

Contact our organizational change management consultants below for a free consultation.