Companies and organisations face constantly changing demands. What is customary today, may be obsolete tomorrow. To meet these demands and to ensure competitiveness, changes must often be implemented at an ever increasing pace.
Only every fourth change is a success
The most successful companies and organisations are those with the ability to focus on the business and the human side of a change at the same time – both in connection with changes and in their everyday operations.
It has often been documented (including by AS3 Reviews and Helle Aggerholm, Ph.D, Aarhus University) that only about one in four of the changes implemented in companies and organisations produce the desired effect.
The human side of a change is often forgotten
One of the main reasons is that people aspects in the change process are frequently underestimated or overlooked. Often at a high cost. A change is not successful until all employees have understood and accepted the change. This requires clear leadership and employees who can accept and manage changes in the workplace, as a natural, inevitable and recurring circumstance.
The importance is significant
It is vital to understand that it is the perceived significance of the change – not the scope – that is important. When a change is announced, the management team has often known about it for some time and has had time to consider it. This is typically not true for employees. This is a key point to keep in mind when announcing a change.