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Experienced HR professionals know that navigating company transitions smoothly is an important and common element of their job. An organization's ability to navigate change effectively is crucial for maintaining competitiveness and growth, and managing this change often starts with human resources.
Below, Forbes Human Resources Council members share their best practices for navigating change effectively. Whether you're navigating a few internal staffing changes or steering a large-scale corporate transformation, these invaluable insights will help you and your HR department ensure smooth transitions and positive, sustainable outcomes.
1. Foster Alignment And Collaboration Within The Organization
Successful change management from an HR perspective starts with fostering alignment and collaboration with the business. This involves ensuring that HR initiatives and strategies are closely integrated with the overarching goals of the organization. By actively engaging key stakeholders companywide, HR gets buy-in and gains valuable insights into the specific needs, challenges and opportunities. - Rachel Fletcher, Stellar Elements, an Amdocs company
2. Facilitate Open Dialogue
As a senior HR leader, I emphasize transparent communication as a best practice for change management. Open dialogue alleviates uncertainty, builds trust and ensures alignment, fostering smoother transitions and increasing the likelihood of successful change implementation. - Joana Oliveira
3. Share The Why Behind The Change When Appropriate
During moments of change, we can forget that those not involved in making the decisions may lack the context. Share the why behind the change whenever appropriate and possible. It may help people understand that decisions are not arbitrary but necessary. To help communication resonate, transmit information more frequently and through various means of communication (i.e., verbal, email, Slack). - Jennifer Shewan, Wonolo
4. Enlist And Maintain Sponsors Of The Change
The single most important key to success in any change process is enlisting and maintaining sponsorship. Ideally, if that sponsor(s) was originally a naysayer, then even better! Prosci change experts report that change initiatives with effective and committed sponsors are 79% more likely to be achieved (nearly a threefold increase in the likelihood of success) than those without sponsorship. - Laci Loew
5. Remember And Respond To Those On The Receiving End
To drive change, we need to remember and then respond to the fact that there are people on the receiving end of the change who have many reasons for why they may resist change. Some reasons are conscious and some are not. Help people connect to what the change means for them—potential losses and absolute gains—and this will give the change the best possible chance to take root. - Dr. Lisa Toppin, Input to Action
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6. Embrace Storytelling To Reinforce Culture And Values
When considering the fundamentals of change management and how we create the conditions for successful change at scale, we want to embrace storytelling as a component of effective organizational communication. Well-crafted stories can help us reinforce culture and values while articulating vision and purpose, enhancing understanding and eliminating fears in clear, memorable and compelling ways. - Will Gaines, Super Store Industries
7. Create A Sense Of Urgency And Implement Feedback
Barriers to change must be understood, enabling the creation of a communication plan that demystifies the barriers so that the change becomes the desire of the audience. Creating a sense of urgency around it is important. This way, turnaround time for leading and adaptability can also be shortened. As this is done, a feedback mechanism must be embedded so everyone has a voice and can own the process. - Kunbi Adeoti, Leadway Group
8. Secure Leadership Buy-In And Support
I think the most important thing in change management is leadership buy-in and leadership-led change management where the message comes down from the top. Most change and transformation initiatives fail without leadership buy-in and support. - Sanjay Sathe, SucceedSmart Inc.
9. Establish A Network Of 'Change Champions'
One best practice for change management is to engage key stakeholders across the organization (management and colleagues) early and often in the process. This will lead to greater buy-in and acceptance. Establishing a network of “change champions” who will act as ambassadors is recommended. This will help to unite the organization in embracing the change. - Javier Evans, Webster Bank
10. Encourage Input And Feedback Across All Levels
Let voices ring. During process implementation, input and feedback is crucial and should come from people across all levels. Engaging a variety of employees creates a collaborative experience, identifies silent resistors early on and is the first stage of the buy-in process. Appoint a go-to person to solicit feedback, keep team members accountable and move tasks forward. - Shannon Gabriel, TBM Consulting
11. Create A Compelling Reason For Change
As the rate of change in the workplace accelerates, change management skills are table stakes for all HR leaders. The ability to create a compelling reason for change—to explain the why—is a critical first step in any change model. Remember, the only time people change is when they want to! - Dave Barnett, DeVry University
12. Establish And Stick To A Process
Use a process and stick to it. Without a process or a plan, change can devolve into a guess and check, trial-by-fire process. I like the ADKAR process because it's simple to understand and apply. I have found when leading change, that things often get worse before they get better. Sticking to a process helps you get through the rough patches and to the other side. - Rick Rittmaster, CorTalent
13. Host Listening Sessions
Listening sessions are a proactive opportunity to hear the opportunities and challenges impacting core stakeholders. When executing a change process, listening before, during and after the experience will help build trust and transparency. Making a conscious effort to denote recurring themes and ideas shared during sessions can serve as a powerful tool for long-term organizational impact. - Chelsea C. Williams, Reimagine Talent Co.
14. Address Potential Resistance And Provide Support
To ensure successful change management, follow these best practices: Develop a clear and compelling vision, communicate effectively, create a measurable plan, address potential resistance, provide training and support and monitor progress. Doing so can increase the likelihood of a smooth transition and achieving desired outcomes. - Reema Akhtar, Seer Solutions
15. Allow Space For Questions And Concerns
Successful change management starts with transparent and ongoing communication. It is crucial to involve employees at all levels early on in the change process—sharing the rationale behind the change, how it will unfold, why it is necessary and how it will benefit operations. Allowing space for questions and concerns will make any transitions smoother by making employees feel valued and heard. - Laura Spawn, Virtual Vocations, Inc.
16. Leverage Generative AI To Personalize Communications
Leverage AI-powered communication tools to share updates transparently. Leaders should lean on generative AI as a tool to provide real-time, personalized information to keep employees informed, ensure clarity and address their concerns swiftly. Focusing on engagement and transparency amidst transformation enables a smoother change management process and optimizes outcomes for success. - Albert Galarza, TELUS International
17. Focus On An Effective And Productive Workforce
From a change management perspective, the best practice is to balance culture, organizational development, commercial strategy, financial structuring and required headcount. However, people make changes and it is not necessary that organizations change their business strategy. The collective effect of an effective and productive workforce leads to a successful organizational transformation. - Dr. Nara Ringrose, Cyclife Aquila Nuclear
18. Offer Mentoring Opportunities For Managers
Offer mentoring opportunities as your organization navigates the change management process. Connecting with a mentor equips managers with the support and knowledge to effectively implement changes. Whether it's communication practices, leadership alignment or training, having access to a mentor is critical during the change management process. - Matthew Reeves, Together Software
19. Safeguard Against A Vacuum Of Information
The fear of the unknown can be paralyzing. Understanding how people feel and react is paramount to effectively managing any and all change. Communicating, training and bringing people along for the journey will mitigate the unease. Safeguard against a vacuum of information—share the why, the how and the when explicitly and often! Follow up with more support, listening and understanding. - Maria Miletic
