When it comes to your digital transformation, change management is key. Unfortunately, many executives don't put enough emphasis on this phase of the transformation and end up running into ERP failure. In order to create a robust change management strategy, you need to focus on two main practices: communication and training. Communication is essential for getting your message out there, while training will help employees understand the changes that are taking place. By following these tips, you'll be able to successfully manage changes in
To build a strong change management strategy, you must have a strong communication plan. Your plan needs to take into account the different ways people communicate, put your communication on the platform that speaks to them. Some people may prefer email, while others might not even check their email regularly. It's important to communicate through a variety of channels to get your message across. Don't expect employees to get on board with how you do things, find out how they prefer to communicate and meet them there.
For example, consider communicating the same message across all of the following channels of communication:
Every communication should hit at least five of these communication channels.
In addition, timing plays a big role as well. Your communication timelines should map out when to say what to the greater team, and your entire internal content strategy around the change should be formulated with one message in mind: What's in it for me.
Every message that goes out to the greater team should talk less about how the organization will benefit, and more about how each department, team, and employee will benefit. Keep in mind this message will differ based on who you are speaking to. The people whose jobs will become partly or fully automated will have their jobs automated will be motivated by different things, and they will need different communication.
The same is true for people in sales vs. people in accounting. People in sales likely will be motivated more by the opportunity to make more money through increased efficiencies, whereas the people in accounting will find value in less busy work and the ability to have a more strategic eye. Each team is different, and it all comes down to your company culture. Lean on your lower and mid-level management team to craft the right message for each group.
Training is also essential for change management success. By the time your employees show up to a training for a new system or process, they should already be at the point of accepting the change. Your trainings are not meant to tell people how things are changing, they are meant to teach people how to utilize the new tools in place. This segment of your change management strategy should piggyback off proper communications to ensure there is no shock during the training, and that people fully understand the scope of changes coming down the pipeline before they train on those changes.
By providing training seminars, videos, calls, and roundtables, you'll be able to ensure that everyone is on the same page and knows what to expect during the digital transformation. These training sessions will help employees understand the changes that are taking place and how they can best utilize the new tools in place. Just like your communications were delivered in different formats, training need to be delivered in different formats as well.
By following these tips, you'll be able to successfully manage changes in your organization and achieve your company goals with ease. Implementing a robust change management strategy is essential for any digital transformation, so don't forget to focus on communication and training in addition to the other facets of change management that truly move the needle.
If you have questions about change management and how you can best guide your organization to a new way of work, then don't hesitate to reach out to us. We also have a ton of resources available on YouTube and on all of your favorite podcasting platforms.