The Most Common Change Management Mistakes

Implementing change in a workplace really isn’t that hard.

However, mistakes are made all the time. There’s nothing wrong with this as long as you learn from them and don’t make them again next time. But with some initiatives, you can’t afford to make silly mistakes. You need a smooth rollout to ensure success and avoid going back too far.

So what change management mistakes should you avoid? They’re pretty simple, and you don’t need to change your strategy too much. Just take the necessary steps to prevent these issues from occurring before launch day.

Not Engaging the Right People

Have you said the words, “they don’t need to know?” If you have, the people you’re referring to probably do. They may not have to be engaged in the same way as other stakeholders. But if a change is occurring within the organisation, everyone should be given a heads up one way or another.

The best exercise is to complete a flow diagram of all the stakeholders. Don’t just include the individuals directly impacted. Dig deeper and look at who relies on those teams too. Everyone on that piece of paper needs to know about the change. They might not need to be in the meeting, but they need time to make adjustments too.

Lack of Communication

Almost every change management mistake can come back to a lack of communication. It might seem like this is a duplicate of the above example. However, it’s very different. This involves how much information you provide stakeholders. More importantly, it’s how much you don’t give.

You may underestimate the impact or believe that there are elements of the change that people don’t need to know. But, consider if you want them to discover it on their own or if you would prefer to control the narrative. Leave it up to the staff to determine if the information is relevant or not.

Minimal Training

There should be some form of training with every new change program. It might not need to be in a classroom or with a facilitator, but there should be materials and a conversation with staff on how to adjust and do their job.

You can’t trust vendors in these scenarios. They’ll either try to oversell you a training package that doesn’t compare old versus new, or the reps will tell you that it’s so seamless that it’s not required. It doesn’t need to be complicated. Compare the old ways versus the new way and teach your staff how to adapt.

Change for the Wrong Reasons

Some organisations like to change procedures or practices just to see what will happen. They don’t put a timeframe on it or have any rhyme or reason why it’s time to mix it up. But all it ends up doing is causing disruption and halting progress.

There’s nothing wrong with trying something new. However, you need to explain to your staff why you’re doing this. It could be to try a new approach to get a better result. Maybe you want to gauge customer reaction. Whatever it might be, make it clear why you’re implementing a change and the outcomes you’re hoping to see.

Make Your Change Management Strategy a Priority

Not a lot of staff like change in the workplace. They get into a rhythm and comfort zone that helps them perform in their role. So if you’re going to mix it up, then you need to have a good reason and roll out an effective plan. You can do this by avoiding these common mistakes.

If you want your change management plan to succeed, make sure you follow the Better Boss Blog. You’ll find tips and advice on how to launch your initiatives successful. Follow pwf services on LinkedIn, Instagram, and Facebook, so you never miss a post.

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