In a world where workplace change is constant, it’s important to focus not only on technical delivery, but supporting employees throughout each change in a structured way, with focus on:
- Planning and managing change adoption activities
- Communicating and engaging stakeholder and end users at the right time, with the right messaging
- Educating and upskilling your workforce to ensure proficiency
- Realising the benefit of your investment
In getting these right, we greatly increase the level of adoption and proficiency in your organisation.
Change Adoption is typically thought of as just communications and training. These, of course are important aspects of achieving buy in and adoption within the workforce, but there are more components to consider.
- Stakeholders – assessing and engaging programme stakeholders to ensure a consistent level of buy in throughout the organisation
- Communications – There is always a need to tell end users what is happening, delivered through various mediums ensuring the right message is delivered at the right time
- Champion Network – Champion networks help the programme both drive engagement for the change, along with providing a support mechanism for employees
- Change Readiness – Ensuring the change is delivered at the right time to a willing and ready organisation is important for achieving maximum adoption
- Training – It’s not enough to just create a buzz and tell people what is coming, they need to be upskilled and proficient in the new ways of working to ensure success
- Resistance Management – No matter how great a change may be and the value it will deliver to your people or organisation, there will always be pockets of resistance. The ability to identify and mitigate resistance is an often-missed aspect of change adoption