Change is inevitable, but it’s not always successful. I’m passionate about change management as a discipline because of the value that it can bring to processes, embracing new ways of working, and deep adoption of the tools to get that work done. Part of that value is realized when we are certain that a change has been implemented successfully. So, how do we measure that success?
Let’s say that a new software suite is coming to your organization. That usually means your requirements and pain points have already been considered, the purse has been opened, and the deployment can begin. There are measures of whether the technology itself is successful – number of bugs, uptime, responsiveness, good UX, a friendly interface, etc. However, the best software in the world becomes a virtual paper weight if no one understands the value it provides or how it can positively impact their daily work.
Here are some success measures that we use within the Employee Engagement Group to track and recognize success or opportunities to improve.
Each successful change may have unique criteria,
but all successful change management efforts are ones where we’ve built awareness of the change that is coming, built desire for the change and how it can solve pain points, bolstered knowledge through a variety of learning methods, developed ability over time with coaching and support, and driven reinforcement through rewarding good behaviors and continual improvement.