At Dysel, we help organizations by optimizing business processes, supported by innovative software solutions. We confront organizations, but especially people, with change. Guiding this change, or change management, is underestimated and/or done incorrectly by many organizations. These are 5 of the most common mistakes:
1. Starting too late
When you make major changes in business processes, practices, regulations and/or automation, you need to guide your people through this from the beginning. Many organizations only start with change management as soon as employees need to be trained. But by then it's too late! Share the plans you have from the beginning and give people a role in improving processes and selecting software. That way you give people time to prepare for the changes and you create support for the project.
2. No or poor communication
It is important for your employees to know what is going to happen and where they stand. Communicate the schedule of the change process, state what you expect from your people, and provide interim updates. Internal communication is too often neglected. The key players consult with each other, but do not sufficiently share their ideas and plans with other employees. This can lead to resistance and lack of motivation.
3. Not involving employees
In many cases, organizational changes are made for strategic reasons. For example, to operate more efficiently as a company, to become more competitive or to provide better service to customers. Decisions and choices made by management. But ultimately you need ALL employees to make the project a success. Pushing through changes doesn't work. Involve executive staff and end users at every stage of the journey.
4. No attention to corporate culture
Achieving change in organizations is challenging. This is largely because it requires a change in the culture of the company. It is important that people realize that a change in the current corporate culture is necessary to support organizational success and progression. Paying attention to people's mindsets, attitudes and behaviors can transform the corporate culture, making the change process more likely to succeed.
5. Lack of empathy
That changes are going to be made is certain. But that doesn't mean that you don't have to be understanding of people who are resistant, have trouble adapting or have trouble with the change in their daily work. Show understanding and give people time to get used to a change and give them the right guidance to accept the change. Or better yet, make them see that the change is an improvement.
Philip van Kemenade is marketing manager at Dysel and has daily contact with end users of software.
