Successful Change Human Resource Management In Organizations Starts With People

Companies in all industries are experiencing business and strategic changes. These changes are due to factors such as digital transformation, digital-centric competition, M&A, the gig economy, and a workforce that is more diverse and dispersed than before.

71% of communications leaders say the pace of change has increased over the past three years. This pace has resulted in more than 80% of employees experiencing an organizational change in their workplaces experiencing cultural tensions and competing priorities. Without the proper approach and implementation of these change initiatives, companies risk not only losing money but also losing their talent.

The determining factor for the success of change management in a company lies in the people: management who is responsible for change and the employees who have to accept it. Therefore, human resource management in organizations is very important to the puzzle.

For example, many companies that are in a major digital transformation are implementing new systems such as a new HRIS. While much time and resources have been devoted to the systems and processes that came with the new HRIS, the need for behavior change to stimulate adoption is an important issue. Communicating the “why, when, and how” with employees is critical to driving successful change. Constant acceptance and use of new systems.

To be successful at change management, you need the right communication plan to drive change effectively. Poor communication can undermine a well-planned and well-intentioned change program. HR teams play a huge role in paving the way to lasting success by making sure people embrace change. Here are some things that need to be considered when implementing a communication strategy.

Table of Contents

Explain the “why.”
Check out the employee-centric view
The difference is a journey, not a one-and-done
Measure, adjust and strengthen

Explain the “why.”

Change initiatives are usually focused on business goals. So, make sure these goals are clear to employees. Be transparent about the reasons for change management plans and activities so that employees can better understand the direction of the business and why business changes are occurring. Strengthen the message with your managers who are closest to their employees and show that all levels of management are united behind the change.

Check out the employee-centric view

Think about how your employees will be affected. How do employees benefit from it? When you personalize and communicate the difference, employees gain a sense of ownership and are more likely to invest in change initiatives if they know how it affects them personally. Remember that one size doesn’t fit everyone. To stimulate change, communication must be personalized for each employee.

The difference is a journey, not a one-and-done

Every employee has unique qualities and needs. They can be at different stages of their career, work in separate offices, or work differently depending on their departmental function and job. During the current change, your company needs to meet employees where they are, use the right communication channels (e-mails, text messages, portals, posters, city halls), relevant news, and the right media (videos, Podcasts). , infographics, documents) to reach them.

Measure, adjust and strengthen

After implementing a change management program and support materials, find out what employees think and feel about change through research, feedback, and engagement tools. Use analysis and other quantitative measures to find out if they handle information. Qualitative measurement of your audience’s sentiment is just as important as measuring program effectiveness. If employees are consuming content but don’t understand it, adjust your strategy, channels, and messages based on that feedback – and continue throughout the process as needed.