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5 Best Practices for Developing an HR Change Management Program

Shefali Vasave | July 15, 2022 | 1155 views | Read Time : 02:42 min

5 Best article
In times of significant change in the organization, HR management teams are often faced with the most challenges. Employees resist change and eventually, introducing new policies or guidelines becomes a long, tedious process.

Whatever triggers the change, its impact is felt beyond the HR department and the organization as a whole. This is why effective change management is so essential. Fast-growing organization are bound to experience change, whether it’s implementing a hybrid work policy, setting up a new HR application or something that has to do with better compliance. Not letting the change affect your people negatively is important to staying agile. Here are five best practices for change management to ensure smooth transition no matter the reason.

Build a Business Case

It all starts with an idea. Explore the value and outcome that the organization aims to achieve with the change being considered. This will ensure you’re able to manage expectations as well as justify why things need to be different. It will also give the HR team time to prepare a business case and analyse its impact in order to get the necessary approvals.

Outline the Change Management Action Plan

Once the project is backed; the next step is to plan the roll out. From the purpose of the change to the implementation, the action plan will act as a baseline to link back to if things get hazy in the process. This will also provide the HR team a framework to put together a timeline, key stakeholders, dependencies, and guidelines for the change management project.

Get Stakeholders On-board

Change can often feel unsettling due to the uncertainty it brings. Keeping stakeholders in the loop about what impact it will have on those affected can help assuage any serious concerns and reduce friction. The HR team can start by determining with whom they need to communicate and clarifying any misconceptions.

Get Employees Involved

Springing a new change on your employees is never a good idea. They need time to warm up and understand how they can adapt to it. People are more likely to accept a change if they have a say in it. HR teams should assess employee concerns and how to address them in time so the implementation is as smooth as possible.

Do a Retrospection

This isn’t going to be the last change management project you execute. So, it’s critical for the success of any future changes that you do a retrospective review of what went well and what didn’t work. Identify answers to questions like, did it produce the anticipated outcome? Was everyone taken in confidence successfully? Is the change been accepted?

The Future

Change isn’t uncommon in today’s business landscape. However, many organizations take it up without considering the impact on its people and lose the plot on the way. This is why it’s important to have a change management plan to reduce resistance, prepare your people adequately and eliminate misconceptions about the impact of the change.

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