Communicating the proposed changes to employees, explaining the necessary steps of the process, and helping people get behind the goal is crucial for successful transformations.
Unsurprisingly, 73% of change-affected employees experience moderate to high-stress levels, and HR can play a pivotal role at this stage by acting as the interface between the management and the workforce to help people understand change better.
They can create a synergy between the planning and implementation by providing clear instructions, creating internal documents and guides, and answering questions about the said change, its impact, and its scope.
Facilitate learning and development
Any change, big or small, requires some upskilling and reskilling. The HR team can help people improve their proficiency by curating learning programs, training sessions and providing the necessary change-related resources. This is particularly vital when the organisation integrates new-age AI tools in its business processes or explores new business verticals. Using comprehensive professional learning solutions, such as the Learning & Development Suite by Akrivia HCM, can enable organisations to effectively build, publish, and manage training programs for evolving business needs.
Assess readiness and remove obstacles
The company’s HR leadership can be instrumental in evaluating the readiness to implement changes in talent, subject matter expertise, industry network, and middle management. The HR team can help design the strategic vision and approach of different transformations by enlisting the support of high-performing and high-potential individuals who can play a more significant role in facilitating the change. So, by working alongside team managers, they can identify key barriers, such as gaps in resources or skills, and formulate suitable solutions to remedy them.
Ensure employee engagement and satisfaction
The HR team ensures that the company’s workforce is satisfied and engages with the changes throughout the transformation process. It’s important to note that 70% of all change initiatives fail due to employee resistance and lack of support from management. By having departmental and one-on-one interactions, assessing their level of commitment, providing feedback or additional support, increasing buy-in, and celebrating incremental successes, the HR team can control the pace of change and mitigate any unintended consequences on the people. Sophisticated tools, like the Engagement Suite by Akrivia HCM, can help HR leaders develop a collaborative, interactive, and engaged approach to change management.
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