According to McKinsey, 75% of change destinations were reached when employees were included in early planning.
While the company’s senior leadership team sets and implements the desired change, the HR team can ensure that these changes align with the personal and collective aspirations of the workforce.
This step is critical to establish a shared sense of purpose, vision, and mission that increases the chances of success. HR can galvanize the workforce towards common goals by setting new and revising existing KPIs, establishing learning goals, updating performance assessment frameworks, and building successful pathways of excelling in a changed environment.
Measure impact on performance, culture, and trust
To pave the way for sustainable transformation, it is critical to continually measure the impact of any change on tangible factors, such as performance and engagement scores, as well as intangible assets, such as organisational culture and workplace values. Plenty of comprehensive performance management tools, like the Performance Suite by Akrivia HCM, offer data-driven insights into employee performance and can help analyse how different organisational changes impact employee output. Similarly, it is essential to empower managers to identify changes in their team cultures, plug trust deficits, and encourage innovation.
Change in the digital age: Learning from the past and looking toward the future
As HR leaders get a seat at the business decision-making table, it is important for them to participate in organisational change with a definitive role. In today’s volatile world, wherein external and internal factors can fundamentally alter business performance and journeys, HR must be prepared for disruptions and changes with effective tools, flexible policies, and a people-centric framework that prioritises workforce trust and satisfaction. Learn more about modernising and upgrading your HR function using data-driven solutions.
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