People and Process
Your organization’s new solution might seem perfect on paper. It might meet all your technical requirements to a T. But that doesn’t mean a thing if your people aren’t on board.
If you want to get your team invested in and excited about a transformation, you need strong leadership and clear communication. Your ultimate objective: buy-in from all stakeholders, whether they be top management or front-line employees. Prosci has even come up with the handy ADKAR® Model to show what individuals require for change: Awareness, Desire, Knowledge, Ability, and Reinforcement.
So how can you guide your people smoothly through a complex transition? With a process. One that’s solid and structured. One that trains them, supports them, and applauds them when they succeed. WorkSync’s ADAPT implementation method is an effective example of such a system; learn more about it here.
People and process. The two Ps. These are the pillars of successful change management.
The Stats Tell the Story
Lasting Change Can’t Happen Without It
The simple fact is that most organizational change efforts fail. Here’s a striking number from McKinsey & Company: 70 percent of change programs don’t achieve their goals. Why? “Largely due to employee resistance and lack of management support.”
Adopting a new workforce management solution is a major undertaking. It means a new system, a new way of doing business, and a whole new set of procedures and behaviors. And it isn’t a short-term fix; you want your solution to work for the long term. That’s where change management comes in.
You can set up software that meets all your needs, and that may seem like quick success, but it won’t give you the enduring results you’re after. For lasting change, you’ve got to have an enthusiastic team and a robust, durable process.
To help you achieve this, WorkSync has put together an e-book, Changing It Up: The Path to a Successful Workforce Management Transformation, a step-by-step blueprint for effecting change that works and lasts. Download it here — and let it guide you on your quest.
Transforming your organization’s approach to workforce management is a big, exciting goal — but before you embark on the journey, you need to know about change management. It might just spell the difference between success and failure.
Not everyone understands what change management means or how crucial it really is, so it’s important to define it. Prosci, a leader in the field, describes change management as “the application of a structured process and set of tools for leading the people side of change to achieve a desired business outcome.”
There are two key words here: people and process. Change management is all about inspiring the people in your organization to develop new behaviors — and creating a smart, strategic, supportive process to help them along the way.
So what do these stats tell us? They reveal that change management isn’t just an abstract idea; it’s a vital reality with tangible outcomes. It separates the organizations who meet their expectations from those who don’t. And in a highly competitive marketplace, it can set you apart from the pack.
It’s not a nice-to-have; it’s a need-to-have.
It’s not all doom and gloom, though. Here’s a more encouraging figure: Change is 30 percent more likely to succeed when people are truly invested in it. And according to Everwise, companies with strong change management practices are 3.5 times more likely to outperform their peers.
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Change That Works
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Change Management Toolkit
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To help you achieve this, WorkSync has put together a change management toolkit, including the e-book Changing It Up: The Path to a Successful Workforce Management Transformation, a step-by-step blueprint for effecting change that works and lasts.
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