The most recent studies confirm this; more than 80% of professionals consider change management to be a key factor in the success of a project .
At the same time, the majority of employees have had a difficult experience due to a lack of support.
And yet, in our companies, small, medium or large, "change is now", it is all the time.
The economic situation does not slow down the pace at which we must constantly adapt, quite the contrary. On their side, the majority of employees are very often convinced of the validity of the changes to which they must respond. Better still, they see change as a solution to the difficulties they face:"things have to change! On the other hand, they are very uncomfortable with the way in which projects are still too often approached with :
- poorly prepared or even botched change management,
- an absence of communication or worse, a communication that is only distinguished by its clumsiness,
- a discourse that is more manipulative than unifying,
- teams with little or no consultation,
- Forgotten evidence (in business cases),
- poorly designed and/or neglected training.
In more prosperous economic times, the budget lines are more comfortable but irrevocably destined for development and the part dedicated to change management is still too often forgotten. In "leaner" times it is obviously more dramatic. In any case, we will always try to explain that the return on investment of change management is not easy to identify. On the other hand, we never try to evaluate the costs resulting from:
- the loss of autonomy of employees at their workstations,
- loss of team productivity,
- the congestion of support services,
- the disengagement of employees from the company.
And yet the smallest of actions, whether it be :
- make a nice documentation,
- conduct a meaningful communication action,
- effectively train users,
- develop a simple tutorial,
- or really involve the employees,
has very positive impacts on the success of the project. In addition, recent technological evolutions have made it possible to considerably reduce the development costs of a large number of media, including multimedia.
A low budget should no longer be an obstacle to the implementation of effective change management actions. The only thing that can be missing is creativity. And in order not to lack it, there is nothing like calling on the collective intelligence, i.e. the creative force of the group. You will gain money and team commitment.
If you only knew how happy we have been to have such experiences with our clients' teams. Just ask, and we'll be happy to tell you all about it.
