{"id":77077,"date":"2023-08-04T09:00:41","date_gmt":"2023-08-04T08:00:41","guid":{"rendered":"https:\/\/www.bullhorn.com\/uk\/?p=77077"},"modified":"2023-09-18T08:27:31","modified_gmt":"2023-09-18T07:27:31","slug":"the-4-step-process-that-delivers-effective-change-management-2","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/uk\/blog\/the-4-step-process-that-delivers-effective-change-management-2\/","title":{"rendered":"The 4-step process that delivers effective change management"},"content":{"rendered":"

Welcome to the final piece in our three-part series on change management and how it relates to the adoption of new recruitment tech.<\/span><\/p>\n

In part one<\/span><\/a>, we looked at the three most common change management failures: vendor choice, communication, and budget. <\/span>In part two<\/span><\/a>, we looked at the main factors that contributed to successful tech adoption and how clever change management strategies could expedite the process.<\/span><\/p>\n

Thus, having laid the groundwork, it\u2019s now time to drill down on the process of change itself. And you might be surprised at just how simple this seemingly intimidating prospect can be.<\/span><\/p>\n

The change management process can be defined in many ways, but these four steps are a great way to get started.<\/span><\/p>\n

Step 1: Awareness<\/h2>\n

Your first job: light up the darkness. Change is scary because of the unknowns. By explaining exactly what the change looks like, how it will come about, and the ultimate impact it\u2019ll have on the lives of stakeholders, you\u2019ll be far more likely to gain the acceptance \u2013 and perhaps even the excitement \u2013 of your team.<\/span><\/p>\n

Be clear about the who, what, when, where, why, and how of the coming change. Your executives can play a critical role in this early success by evangelising the message internally.<\/span><\/p>\n

\u201cCreate a sense of urgency, build a coalition, enlist some evangelical foot soldiers, get everybody behind you, and form that strategic vision based on the <\/span>why<\/span><\/i>,\u201d says Lauren Jones, Founder of Leap Consulting Solutions.<\/span><\/p>\n

\u201cI found that when people understand how they’re going to benefit from technology, they’re more receptive to it,\u201d adds Maurice Fuller, Founder of Staffing Tech. \u201cIf we can show them how they personally benefit, whether manager, user, or executive, if we speak their language and show them the returns, they’re more likely to buy into it. It’s that upfront communication that matters.\u201d<\/span><\/p>\n

Step 2: Adoption<\/h2>\n

Building up a good level of awareness about the change will see you removing a large barrier to the adoption of new tech, but it won\u2019t be the last, and it\u2019s important to identify as many of these barriers as you can as early as you can.<\/span><\/p>\n

\u201cSometimes we encounter unexpected barriers along the way, whether technical barriers, people problems, or integration issues,\u201d Fuller continues. \u201cIdentify as much as possible upfront so there are fewer surprises down the track.\u201d<\/span><\/p>\n

When the surprises inevitably do come, this homework will help to navigate them, as you\u2019ll already have a number of mitigation strategies and solutions at your disposal. By preparing for the foreseeable, you become more prepared for the unforeseeable; you\u2019ve thought about how you\u2019re going to respond in a sticky situation and can therefore handle surprises better.<\/span><\/p>\n

Whether they relate to finances, people, or the technology itself, issues will happen, so you need a structured plan to deal with them. Consider holding a weekly \u2018defect call\u2019 that lays all the current issues out on the table for people to solve or forming a team of bright minds tasked with solving adoption problems as they arise.<\/span><\/p>\n

Step 3: Continued advocacy<\/h2>\n

Technology is rarely, if ever, a one-time investment. If a solution is to be successfully adopted, you need to train your staff on maximising their use of the tool and advocate for the technology by incentivising and celebrating its adoption.<\/span><\/p>\n

\u201cOften companies underinvest in training, but I have always pushed to purchase and acquire more training than we think is necessary,\u201d Fuller explains. \u201cThis has always paid off because training is a high ROI investment. Commit to offering different types of training: videos, articles, how-tos, PDFs.\u201d<\/span><\/p>\n

The two departments that get hit first during a downturn are inevitably marketing and <\/span>training<\/span>, but the fact is that these are two of your most valuable divisions in such times, as they form the foundations of long-term success. A downturn is also a great time for training and marketing because you actually have time to focus on these critical \u2013 but often deprioritised \u2013 tasks.<\/span><\/p>\n

\u201cIt\u2019s like a boat in a storm,\u201d says Fuller. \u201cWhen business is good, the wind is gusting, and you\u2019re going places. During a downturn, you have an opportunity to fix the sails, patch the leaks, and make sure everything’s in good shape for the next uptick in business.\u201d<\/strong><\/p>\n

The point of advocacy is to sustain the change. While it\u2019s great if it is, you can\u2019t expect adoption to be 100% organic, to continue to roll on under its own steam. You need to push it forward with training and incentivisation.<\/span><\/p>\n

Step 4: Product optimisation<\/h2>\n

So you\u2019ve successfully adopted a new piece of technology across your organisation. You\u2019ve reached the finish line, right? Well,<\/span> no<\/span><\/i>.<\/span><\/p>\n

Any piece of technology worth its salt will have the ability to evolve in line with your organisation. Just as your business grows and changes, so too should your solution. Optimisation is an ongoing (and ideally never-ending) process.<\/span><\/p>\n

Bring a structured approach to continuous improvement. Create a plan to identify bottlenecks and to understand what’s happening next. <\/span>Track your performance through KPIs<\/span><\/a>: know what you\u2019re measuring, how you\u2019re measuring it, and how frequently those measurements are taken. Ideally, you\u2019ll use the same agile approach in optimising the solution that the developer used in its creation.<\/span><\/p>\n

Change isn\u2019t something that comes naturally to people, but the demands of modern recruitment mean that you can no longer afford to sit in your comfortable corner. Success demands that your agency undergo a continuous and technology-driven evolution, which can only be possible with clever change management.<\/span><\/p>\n

 <\/p>\n\"\"<\/a>\n","protected":false},"excerpt":{"rendered":"

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