Change management: a hot topic about which a lot has already been written & spoken. Many organizations have disappointing organizational changes. According to Boonstra (2000), 70 percent of changes within organizations are disappointing. This is usually caused by the attitudes and behavior of employees and managers. You may also have mixed results with changing your organization. This blog gives you some tips on how to ensure that your change management is successful.

1.Good internal communication

An important aspect of change management is internal communications. According to Koeleman (2013), internal communication has four main functions:

– facilitating work processes
– make optimal use of existing knowledge
– motivate and connect employees
– achieving a shared direction for the organization

When applying change management, good communication is essential for the correct image. You must clearly communicate the following points:

– the necessity of the change (why is the change necessary)
– the end result (what should the change lead to)
– the manner in which (what steps need to be taken)

Internal communication is important to inform all employees and involve them in the changes. Think carefully about which internal communication tool is best suited to inform your employees about the changes. Are you going for a joint team session? Or do you go for a one-on-one session, so that you can really enter into dialogue? Of course, a mix of several means of communication is also possible. The right tool depends, among other things, on the type of organization, the organizational culture and the type of change

2.Ensure a dialogue about change management

Ensure a dialogue with your employees throughout the entire process. Not only at the start, but also during the implementation of the changes. Don't avoid difficult questions and give the space to ask all questions. By involving people in the process, they feel better heard and there is a greater chance of creating support. By entering into dialogue, any errors or problems relating to change management can also be resolved.

3.Integrate communications

It is also important to approach communication as an integral part of the change (Koeleman, 2013). Various components required for change management such as Human Resources cannot be separated from communication. Make sure that the different parts of change management are applied coherently, so that you can make adjustments where necessary. If you separate communication from other components, it will have no coherence and timely adjustments will be much more difficult.

4.Give time to change

Many people find it difficult to deal with changes. They much prefer to stick with the “old familiar”. Because the way things are going now, things are going well. Then why do they have to change? Many people need time to accept changes. According to Rogers' innovation theory, people who participate in change can be divided into five groups:

– Innovators: take the initiative in changes.
– Early adopters: are quickly convinced by the Innovators.
– Early majority: are a bit more cautious, but ultimately cooperate well.
– Late majority: are less positive about the change and tend to procrastinate.
– Laggards: see nothing in the change, do not cooperate or even sabotage the change.

There are different types of people within every company or organization. Focus the changes first on the Innovators and Early Adopters. Try to make both of these groups ambassadors of change. Ambassadors are the recipe for success in changes: they can get the rest of the organization to move. Then you must inform the Early Majority, Late Majority and the Laggards and convince them why the changes are necessary. Plan sufficient time for this so that the different groups have time to accept the changes.

5.Change unconscious behavior to conscious behavior

In addition, it is difficult to actually change people's behavior. As much as 5% of our behavior is conscious and planned. The other 95% is unconscious and happens automatically. We often react without realizing it to stimuli from our immediate environment. For example, notifications on your phone, questions from the boss or looks from your colleagues. We automatically respond through “standard” talking, feeling and thinking patterns. New conscious, planned behavior takes a lot of energy. Conscious behavior therefore costs much more energy than repeating unconscious, automatic behavior.

When changes need to be made, these automatisms create a barrier. The first step to removing these barriers is to make people aware of their unconscious behavior. An effective way to create awareness is by following a training course. During a training a mirror is held up so that employees become aware of their unconscious behavior. Step by step you can then work on manifesting the desired conscious behavior. And by learning new skills and competencies, the employee ultimately becomes consciously competent.

Business Improvement

Are you having trouble taking change management within your organization to a higher level? Together with you we look at where the most profit can be achieved. Read more about this here Business Improvement.