Change management can be one of the most challenging parts of implementing a new system. Employees are resistant to adopt, but getting them on board is crucial. We give you 8 tips that will help to make the transition a little easier.

1. 8 tips for successful
change management

2. What is change management?
Change management is the process through which
organizations implement, monitor and perfect the
integration of any new addition, technology or otherwise,
into a pre-established system.

3. 1. Take a systematic approach to
the human side of change

4. • Any change will require your employees to:
- Take on new roles and responsibilities
- Learn new skills and take on new challenges
• As a result, organizations must create a formal, yet
flexible plan to encourage all employees to embrace
the changes being implemented
• Start this exercise early- giving your employees time to
process and accept change gradually will help with the
transition
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5. 2. Have a long-term commitment from
your senior management team

6. • Change is hard for everyone, regardless of their
position within an organization
• Often, they will look to senior leadership for support
and direction on how to view the change
- Secure the commitment of organization leaders prior to the
change announcement
- Have them act as champions for the change
- Their leadership on the change will motivate others
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7. 3. Involve leaders at every
layer
Photo: Aussie Free Stock CC by 3.0

8. • As the change progresses from the initial strategy and
design phase to implementation, it will affect different
levels of your organization
• Identify leaders throughout each layer to ensure a
smooth transition across all departments
- HR, Marketing, Communications, IT, Sales, etc. should each
have their own departmental champion
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9. 4. Encourage ownership by key players

10. • No technology implementation is successful without a
team of key players who own particular aspects of the
project
- Find the best fits for your project and allow relevant parties to
own them by identifying problems and coming up with solutions
- Bestowing this responsibility will ensure that each element of
your change has someone in charge
- Reinforce ownership with incentives and rewards
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11. 5. Be committed to clear, regular
and timely communication
Photo: Adam FosterCC by 2.0

12. • Create a core message and reinforce it through clear,
regular and timely communication with your employees
- This should start before the change even occurs
• Craft a convincing argument that demonstrates a need for
the change and a roadmap to guide future behaviour
• Communication should be a two way street
- Solicit employee input and feedback
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13. 6. Acknowledge the importance of
corporate culture
Photo: Chris Meller CC by 2.0

14. • Assess your organization’s preparedness for change
- Identify problems and conflicts
- Define external and internal factors that can influence
stakeholder reception to change
• These findings can be used to inform your program design
and future decision making
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15. 7. Prepare for the unexpected

16. • There will inevitably be bumps along the road
- Minimize their effect as best you can to avoid being thrown off
when the situation presents itself
• By incorporating continual reassessment of the change,
you can avoid many potential issues
- It will also allow you to monitor how the change has been
adopted and help you in making future change management
decisions
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17. 8. Support to those affected
by the change

18. • The changes you make to an organization affect people in
different ways
- Part of your strategy should account for that by supporting
those who may have difficulty, which could mean
• Providing opportunities for feedback
• Training
• Personal counselling
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