Top Three Tips for Change Management

When I was job hunting for my last full-time role, I noticed one topic came up a lot: change management. It’s something that seems to make everyone nervous—and I used to feel the same way. But the more projects I rolled out, the more I realized change management is about understanding and appreciating the process. Did you know that a technology change can take three to six months to fully adopt, while cultural changes can take one to three years?

Below are my top three tips, drawn from my experience implementing numerous technology and product changes:

1. Involve the Right People

Change is tough for most people, especially when it’s thrust upon them without their input. It's like expecting someone to walk on a plank and telling them to jump without any questions. Unfortunately it  doesn’t work that way.

This is why it’s critical to conduct an impact assessment before rolling out any changes. It helps you pinpoint who will be most affected and to what extent. The greater the impact or resistance, the earlier you should involve those people in the process. This also allows you to allocate resources effectively—if you know a particular team is going to struggle, you can plan extra time to break the changes into manageable steps and address their concerns head-on.

2. Over Communicate

You’ve probably heard of the “rule of 7,” which suggests that people need to hear or read something at least seven times before it sticks. But that doesn’t mean spamming the same email seven times! The key is delivering varied messages across different channels and over time. Experts say you should communicate in at least seven different ways, seven different times.

So, why so much communication? It builds trust. Trust is what encourages people to embrace change. When stakeholders are well-informed and understand why a change is necessary, they’re far less likely to resist it—and they may even turn into your biggest supporters.

3. Create a Rollout Plan

Change management isn’t just about holding a training session and sending out a guide. It’s about building awareness, creating a desire for change, and then equipping people with the knowledge and skills to adopt it.

This requires a well thought out plan. Here are the essentials for a rollout plan:

• Outline all communication points and activities.

• Define each deliverable.

• Assign ownership of deliverables and clarify who else needs to be involved.

• Roll out in small, manageable increments, allowing for plenty of feedback.

And don’t forget to communicate the rollout plan itself to the relevant people! Everyone should know what’s coming and when to expect it.

Ready to tackle change? If you’re looking to improve adoption and engagement within your organization, we can help. Reach out today to schedule a consultation and take the first step toward a more efficient and profitable future.