{"id":77062,"date":"2023-07-31T09:00:06","date_gmt":"2023-07-31T08:00:06","guid":{"rendered":"https:\/\/www.bullhorn.com\/uk\/?p=77062"},"modified":"2023-08-16T21:22:58","modified_gmt":"2023-08-16T20:22:58","slug":"the-3-most-common-reasons-for-change-management-failure","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/uk\/blog\/the-3-most-common-reasons-for-change-management-failure\/","title":{"rendered":"The 3 most common reasons for change management failure"},"content":{"rendered":"<p>Change isn\u2019t something that comes particularly naturally to us humans. We\u2019ve evolved to prefer the familiar and the safe. Change represents risk, so why, our brains often ask us, should we bother with it at all?<\/p>\n<p>But our modern world increasingly demands change, particularly in the highly competitive world of recruitment. With technology evolving at light speed, to stand still is to go backward. The harsh reality is that if your company continues to stubbornly cling to what it knows, it won\u2019t be around for long.<\/p>\n<p>Change is a part of life. It\u2019s important that you not only get comfortable with it but that you approach it in the right way. It\u2019s important that you\u00a0<em>manage\u00a0<\/em>the change.<\/p>\n<p>In this three-part blog series, we\u2019ll be taking a look at the role of change management in tech adoption. We\u2019ll take a closer look at tech adoption strategies, and the basic change management processes that help to facilitate this adoption.<\/p>\n<p>But we\u2019ll begin the series on a slightly different note. Before we understand how to manage change well, let\u2019s first take a look at the three most common failures in change management, and how to avoid them.<\/p>\n<h2>Failure 1: Choosing the wrong vendor<\/h2>\n<p>Many problems in tech implementation stem from choosing the wrong technology vendor. This should be seen not as a buyer and seller relationship, but as a partnership. If your vendor doesn\u2019t understand what you need in a solution, doesn\u2019t set proper expectations, and doesn\u2019t align the features and capabilities of the solution with your specific requirements, you\u2019re destined to fail.<\/p>\n<p>\u201cIf you don&#8217;t have a list of requirements that you expect from a vendor, or if your expectations go uncommunicated, your implementation will fail every time,\u201d says Lauren Jones, Founder of Leap Consulting Solutions. \u201cYou need to understand exactly what their processes are, what their resources are, and what their time frame is. If they can\u2019t answer these questions, you should take it as a warning sign.\u201d<\/p>\n<p>The implementation promises are nearly as important as the technology itself. It might be a great technology, but if you can&#8217;t implement it, or if you don&#8217;t have a mature plan, the software is destined to become shelfware.<\/p>\n<p><strong>How do you choose the right vendor? Begin by asking the right questions:<\/strong><\/p>\n<ul>\n<li>What does service and support look like, not just today, but into the future?<\/li>\n<li>What is the implementation plan and timeframe? (A vendor might advertise that they can get the solution up and running in 90 days\u2026 but then they might add that they can only start the process in four months\u2019 time.)<\/li>\n<li>What training materials and support do you provide?<\/li>\n<li>What does your escalation path look like? If something goes sideways, who do I call?<\/li>\n<li>Will it integrate? (There\u2019s no transformation without integration, so will the solution work with my current tools?)<\/li>\n<\/ul>\n<p>While the perspective of every stakeholder is important, the one that carries the most weight should be that of the end user. Look at the tech from the point of view of those using it, and the experience that it delivers them, be they a recruiter, an executive, a candidate, a client, or anyone else.<\/p>\n<h2>Failure 2: Breakdowns in communication<\/h2>\n<p><strong>FACT: 57% of implementation failures happen because of a breakdown in communication. Whether you succumb to these odds or beat them will depend on the communication approach you take.<\/strong><\/p>\n<p>\u201cPeople are inherently afraid of change \u2013 it\u2019s human nature,\u201d explains Jones. \u201cIf you combine that with a lack of communication, you&#8217;re going to have more resistance than you would otherwise.\u201d<\/p>\n<p>Advise your team of upcoming changes\u00a0<strong>at least<\/strong>\u00a0a month in advance. This initial communication is a great way to find out who&#8217;s excited about the change and to help these individuals become evangelists.<\/p>\n<p>When building a communication plan, think about how you\u2019ll get everybody involved in the process. Not just users, but senior executives, team leaders, and other stakeholders who will see change. Allow them to articulate their thoughts and concerns.<\/p>\n<p>It\u2019s important to elicit opinions, which can reassure your team that they\u2019re being listened to. The truth is that you may already have a technology selected for implementation, but holding a meeting and asking \u2018what are your current impediments to success?\u2019 can help your team:<\/p>\n<ul>\n<li>realise there\u2019s a need for change, and<\/li>\n<li>feel listened to.<\/li>\n<\/ul>\n<p>You can then present the new technology as a solution to their problem.<\/p>\n<p>Focus on the opportunities and success this change will deliver. What\u2019s in it for the stakeholders? How will they be successful? How will we measure that success? It\u2019s not just a case of saying \u2018this change is coming\u2019, but rather \u2018this change is coming,\u00a0<em>and this is what&#8217;s in it for you<\/em>. This is how we&#8217;re going to track your success. This is how it&#8217;s going to be meaningful.&#8217; This helps you to allay fears and demonstrate how this change will help your team reach the goals they\u2019re pursuing.<\/p>\n<p>\u201cIn my experience, if people understand the change and how they will personally benefit from it, it&#8217;s rare that they will resist it,\u201d Maurice Fuller, Founder of Staffing Tech, confirms.<\/p>\n<p>If you start the communication early, you own the narrative. <strong>Rather than just throwing a new solution over the fence and hoping that people latch on to it, you get to craft a message that ensures people will be excited by the tech.<\/strong><\/p>\n<p>Remember, too, that different stakeholders will have different motivations. Take a marketing mindset, and send communications based on personas. The motivations of your recruiters will be vastly different from the motivations of your admin staff. Create personas for each department or each type of worker, and craft individual communications that speak to what motivates them.<\/p>\n<h2>Failure 3: An insufficient budget<\/h2>\n<p>Companies only allocate an average of 5% of the system implementation budget to change management efforts. \u2018That sounds reasonable&#8217;, you might argue. But when you think about it, that means that only 5% of the budget is being put aside to ensure the implementation is successful.<\/p>\n<p>It\u2019s little wonder that an estimated\u00a0<strong>70%<\/strong>\u00a0of change initiatives fail.<\/p>\n<p>\u201cI get a little mad,\u201d Jones admits. \u201cYou spend all this money, time, and effort finding something that you feel will have an impact, and then you don\u2019t put the same effort into its delivery. You can\u2019t take a \u2018one and done\u2019 attitude to implementation \u2013 realising your investment is an ongoing process that demands investment itself.\u201d<\/p>\n<p>Align the objectives of the technology with actual business goals \u2013 new technology is a financial investment in the business, after all. From a CFO\/CEO\/shareholder perspective, you&#8217;re using capital to make an investment in the business, and these parties are expecting a certain level of financial return from this investment.<\/p>\n<p>To understand not just the likely ROI, but the size of the initial investment, you need to consider the resources it will take to both get you to the starting line and allow you to optimise the solution going forward, to the point where it delivers real returns. Few, if any, technology investments are static. They grow and develop as you grow and develop, so you need to continually invest in them if you are to get all that you can out of them.<\/p>\n<p>\u201cIt&#8217;s also about measuring the right things, which allows you to go back to the CFO and the CEO and point out your successes,\u201d says Fuller. \u201cShow the return on investment, even if it\u2019s not measured in dollars just yet.\u201d<\/p>\n<p>Do this successfully, and the C-suite will be far more likely to find more capital for more technology investments.<\/p>\n<h3><strong>Learning from failure<\/strong><\/h3>\n<p>The final word on change management failure is left to Jones, who raises a slightly contradictory yet excellent point: often, change management failure can be <em>good<\/em>.<\/p>\n<p><strong>\u201cDon\u2019t have a fear of failure. I learn far more from falling on my face than I do when everything goes exactly as planned. It\u2019s OK to fail\u2026 just not over and over and over again.\u201d<\/strong><\/p>\n<p>Now that we\u2019ve learned how to avoid the most common change management issues and tossed the fear of failure to one side,\u00a0<a href=\"https:\/\/www.bullhorn.com\/blog\/smart-change-management-strategies-for-tech-adoption\/\" target=\"_blank\" rel=\"noopener\">it\u2019s time to look at the process of tech adoption.<\/a>\u00a0Join us for blog two of this three-part series, where we\u2019ll take a closer look at how to use change management strategies to successfully adopt new tech.<\/p>\n<p>&nbsp;<\/p>\n<a href=\"https:\/\/www.bullhorn.com\/your-guide-to-leading-through-uncertainty\/\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-77105\" src=\"https:\/\/www.bullhorn.com\/uk\/wp-content\/uploads\/sites\/2\/2023\/07\/Blog-footer-Thrive_In_Uncertain_Economy_eBook_Assets_2023_1200x200_V2.png\" alt=\"\" width=\"1200\" height=\"200\" srcset=\"https:\/\/www.bullhorn.com\/uk\/wp-content\/uploads\/sites\/2\/2023\/07\/Blog-footer-Thrive_In_Uncertain_Economy_eBook_Assets_2023_1200x200_V2.png 1200w, https:\/\/www.bullhorn.com\/uk\/wp-content\/uploads\/sites\/2\/2023\/07\/Blog-footer-Thrive_In_Uncertain_Economy_eBook_Assets_2023_1200x200_V2-768x128.png 768w, https:\/\/www.bullhorn.com\/uk\/wp-content\/uploads\/sites\/2\/2023\/07\/Blog-footer-Thrive_In_Uncertain_Economy_eBook_Assets_2023_1200x200_V2-300x50.png 300w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><\/a>\n","protected":false},"excerpt":{"rendered":"<p>Take a look at the three most common failures in change management and how to avoid them in part one of our three-part series.<\/p>\n","protected":false},"author":462,"featured_media":74313,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"categories":[584,583,585],"tags":[],"class_list":["post-77062","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-industry-trends-and-insights","category-staffing-technology","category-tips-tricks-and-how-tos"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>The 3 most common reasons for change management failure - Bullhorn UK<\/title>\n<meta name=\"description\" content=\"Take a look at the three most common failures in change management and how to avoid them in part one of our three-part series.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, 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src=\"https:\/\/www.bullhorn.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/09\/Emilys-Copy-of-Blog-Overlay-2.png\" \/>\t\t<\/div>\n\t\t\t<div class=\"card-resource__content\">\n\t\t\t\t\t<span class=\"card-resource__category\">Industry Trends &amp; Insights<\/span>\n\t\t\t\t\t<h5 class=\"card-resource__title\">The 3 most common reasons for change management failure<\/h5>\n\t\t\t<\/div>\n<\/a>\n","_links":{"self":[{"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/posts\/77062","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/users\/462"}],"replies":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/comments?post=77062"}],"version-history":[{"count":2,"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/posts\/77062\/revisions"}],"predecessor-version":[{"id":77106,"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/posts\/77062\/revisions\/77106"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/media\/74313"}],"wp:attachment":[{"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/media?parent=77062"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/categories?post=77062"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.bullhorn.com\/uk\/wp-json\/wp\/v2\/tags?post=77062"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}