Our five tips for successful change management

In the life of any company, as the current context proves, change is inevitable if a company is to survive in the face of market evolution or the emergence of new technologies, work methods and purchasing habits. However, these profound changes, both complex and time-consuming, represent a major challenge for any organisation, hence the need to adopt a rigorous approach. Here we offer five tips for successful change management, whether managerial, financial, human or organisational.  

1) Prepare upstream and define your objectives

As with any large-scale project, change management begins with meticulous preparation and strategic thinking. Before taking any action, start by conducting an in-depth assessment of your situation and a review of the financial, human and material resources available to manage the change. This first analytical phase must confirm the viability of the transformation project, whatever it may be (digital transformation, change in the business, cost reduction, internationalisation, merger and acquisition, etc.). Then take the time to define the final objective, its strategic stakes, the concrete actions to be taken, the deadlines and the available means. Also anticipate any resistance you may encounter from your employees, associates, service providers or partners. Then list any other financial, logistical or legal constraints that could hinder the transformation. This detailed action plan will not only allow you to estimate your project’s costs and deadlines, but also to evaluate the risks and anticipate potential obstacles. This preliminary step is therefore essential for the smooth running of your transformation, and should not be rushed.  

2) Reassure employees about the change

Resistance to change is one of the main reasons change processes fail. According to Ifop, many employees believe that changes within their company are "worrying" (50%), while others consider that their fears and suggestions are not taken into account by management (68%). You must therefore reassure employees that the organisational change is going according to plan, and that the expected benefits are being achieved. Most importantly, this requires total transparency. Communicate the intention of the change to your teams well in advance. For example, prepare a press release for your teams to inform them of the ins and outs of the project (benefits, impacts, expected contribution, deadlines, actions to be taken, ultimate vision, etc.). Be sure to anticipate any reticence (fear of the unknown, anxiety, loss of reference points and habits, etc.), and be an active listener with a reassuring discourse. Pay special attention to the teams directly impacted by the transformation.  

3) Involve your teams in leading the change

Employee commitment is a prerequisite for successful change management. With this in mind, you must guarantee the support of employees facing the change, throughout the whole project. To encourage team commitment, you should first explain what the project means and then present the impact and benefits for both the company and its employees. To unite your teams around a common vision, keep them regularly informed of the project's progress, using agile communication or the Scrum method. On the other hand, in the case of an internationalisation, a digital transformation, or a change in market positioning, it may be necessary to develop new skills among your employees. In this case, you will need to set aside time and a budget for training, either online or face-to-face, to ensure the operational efficiency of your teams. Lastly, to actively involve your employees, you will need to set up a team dedicated to change management, with a designated coordinator responsible for the management of the project, and assign each person a clear mission and specific actions.  

4) Rigorously monitor throughout the change process

Any change management process inevitably involves thorough monitoring. This means first of all defining measurable and realistic KPI (Key Performance Indicators). These KPI can be related to the respect of the deadline, the budget, as well as the quality and efficiency of the actions carried out during the transformation. They will allow you to reliably evaluate the impact of the change and the effectiveness of the transformation. As your transformation progresses, if you notice a gap between your objective and the results obtained, you will have to rapidly adapt your strategy, employing corrective actions.  

5) Outsource your change management to professionals

According to a McKinsey study, 70% of change management projects fail worldwide. In fact, changes are very difficult to implement internally, and many factors can interfere with the success of the transformation. Given the stakes involved, it can be highly beneficial, even reassuring, to outsource change management to a seasoned expert. An interim manager specialising in large-scale project management is the ideal partner to steer such a transformation. This professional can unite your teams and deploy the necessary levers to achieve tangible results, regardless of the scope of the desired change. Outsourcing this mission secures the entirety of your transformation and protects you from mistakes with serious and costly consequences. At WAYDEN, we identify within our network of 8,000 experienced executives and managers, an interim manager specialised in your sector of activity and in the targeted function, for a perfect understanding of your challenges. With a 15-year career in high-ranking positions, this change management expert is experienced in managing such projects. Directly operational, and thanks to their expertise and leadership skills, they can steer your change management while ensuring the commitment and well-being of your employees during this transition phase. In fact, the vast majority of our interim management firm’s assignments involve transformation projects (57% in 2018 according to the FNMT (Fédération Nationale du Management de Transition) barometer).