7 Best Practices for Implementing Change in Your Organization

Implementing change within an organization can be intimidating and challenging. However, with a structured and thoughtful approach, you can create a smooth process that ensures any change your company makes sticks. In this guide, we’ll provide seven best practices to help you learn how to successfully implement change in your organization.

What Is Change Implementation?

Change implementation refers to the process of putting changes into action. Though the exact process will vary based on the type of change, change implementation typically involves planning and executing change initiatives within an organization. When your company is implementing changes, it’s modifying how operations run in some way. This adjustment could involve adding new equipment or software, shifting organizational hierarchy or launching a new business strategy.

Top Challenges Leaders Face When Implementing Change

It is common for leaders to experience some hurdles in the process of implementing change. Research from McKinsey & Co. details that nearly 70% of change initiatives fail and 57% of employees think organizations do not manage change well. Some of the challenges that make successful change implementation difficult to achieve include:

• High resistance: People naturally resist change, as it is a deviation from their familiar routine. Employees may initially resist the change because they are already accustomed, or prefer, to current processes, systems or technologies. The accelerated paced of change has also contributed widespread change fatigue, which only furthers change resistance in employees.
• More conflict: Because change creates a sense of uncertainty, it can raise employees’ stress levels at work, which may result in increased conflict.
• Insufficient resources: Some change initiatives may require additional resources. If an organization is unable to find these resources, this may affect or delay the change process.
• Inadequate communication: When change is not communicated adequately, it can cause confusion and rumors, further sparking change resistance amongst employees.

7 Best Change Implementation Practices

When handled properly, the change implementation process can be smooth and positively impact an organization. Here are some best practices you should follow to help support your change initiatives:

1. Prepare the Organization for Change

Begin by building a strong foundation for change. In the preparation phase, express to employees what the change is and why it is necessary. Raise awareness about the issues the organizational changes will resolve and what they should expect from the change process. You can also measure your team’s change preparedness to see how they feel about change and identify any potential resistance before starting the implementation process.

2. Create a Change Management Plan

To increase the chances of success, create a structured change management plan, including details about the process, such as:

• Goals the change is aiming to achieve
• Project stakeholders and team responsibilities in the implementation
• Deliverables for each implementation phase
• Milestones that will be used to track progress
• Tools and resources to streamline implementation

Be sure to leave some room for adjustments in case any roadblocks arise.

3. Communicate Effectively

When implementing change, it is crucial that you communicate with team members:

• The purpose of the change.
• The benefits of the change.
• What to expect during the change execution process.
• The risks of not adapting to the change.

Communicating effectively will prevent misunderstanding and bridge the gap between what you know about the change and what your employees know about the change. Stay open to answering any questions they may have to make sure everyone is on the same page and increase buy-in.

4. Train Employees

No matter what kind of change you’re implementing, employee training is crucial. It equips your team with the skills and knowledge necessary to adapt to the change, be it a new system, technology or processes. Training can also help reduce resistance and anxiety in employees, making it easier to embrace the change.

5. Invite Participation

Give employees an opportunity to provide feedback about the change initiative. This offers them a chance to play an active role in the change process, which can help mitigate resistance by making employees feel heard and that their opinions are valued. It can also be insightful since employees will give different perspectives that can be used to improve the process.

6. Embed Changes Within Company Culture and Practices

To prevent things from going back to the status quo after the change initiative has been completed, embed the changes within company culture. You will not be able to implement change overnight, so by making the change part of the company’s practices, employees can ease into them over time. Use the organization’s reward systems, controls and structures as tools to help the change stick.

7. Monitor Progress and Make Improvements

After the implementation process, it is best to monitor the change initiatives to ensure they are on track. One of the ways you can monitor progress is by reviewing it using milestones and key performance indicators (KPIs). You can also establish feedback loops for employees. The information you obtain from monitoring can help you make improvements and address emerging challenges.

Drive More Success in Your Change Initiatives With CLS

As the workplace evolves, effective leadership and change management are increasingly critical for success. The Center for Leadership Studies (CLS) empowers leaders to lead their team through the complexities of organizational change by equipping them with adaptable strategies rooted in the Situational Leadership® Model. Our course, Situational Change Leadership™, develops the skills to enable leaders to navigate change effectively. Sign up for the course today, or contact us with any questions you may have.