Key Aspects of Change – AssessmentOne popular model for change management is Prosci’s ADKAR model (https://www.prosci.com/adkar/adkar-model). The acronym ADKAR stands for awareness, desire, knowledge, ability, and reinforcement. For each of these aspects of change, it is important to explore employees’ understanding of the need for change and their perceptions of being able to implement change. There are standard surveys to which you can benchmark your organization’s readiness, and then track your improvement over time. One way of measuring readiness for a change initiative is to ask survey participants to indicate their level of agreement with statements that pertain to each aspect of the change your organization is implementing. Popular agreement rating scales include 5-point scales such as “Completely Agree, Somewhat Agree, Neither Agree nor Disagree, Somewhat Disagree, and Completely Disagree” or 4-point scales such as “Strongly Agree, Somewhat Agree, Somewhat Disagree, and Strongly Agree.” Remember, if you want to benchmark your survey against existing data, you must use the same agreement statements and scale to make a valid comparison. Awareness of the need for change, the type of change being implemented, and how the change will affect business processes is a critical element of any change initiative. To assess the level of awareness of the need for change, the research team will evaluate the employees’ agreement on certain statements about the current situation and the need to change to a new procedure. For example, we could ask survey participants to indicate their agreement or disagreement with the following statements:
- The current budgeting process produces a high level of re-work on departmental budgets.
- An objective of this change is a streamlined budgeting process, which will allow financial department personnel to provide more strategic input to marketing, engineering, and sales.
- This change will ultimately benefit my job.
- I look forward to increased collaboration and cooperation among all budgetary personnel within the organization resulting from this change.
- I have been provided full documentation on how we will revise the budgetary process.
- I know where to access the frequently asked questions page on our change management website regarding budgetary process changes.
- I feel confident I have the new skills and abilities needed to perform my job after implementing the budgetary process change.
- I can access online training whenever I have a question about the new procedures.
- My supervisor is a valuable coach on the change initiative and how it affects my work process.
- The organization recognizes and awards successful change.
- Middle managers are advocates for change.
- We measure progress toward the desired change and make adjustments as necessary.
- Executives in our organization are visible, active leaders and champions for change.
Key Aspects of Change – ImprovementsOnce you have estimates of your employees’ perceptions of awareness, desire, knowledge, ability, and reinforcement for organizational change, you have the necessary foundation to develop a plan to increase readiness for change. Communication is key before, during, and after any change initiatives. A comprehensive communications campaign may include:
- written materials reviewing the need for change, how new procedures will be implemented, and how procedures affect individual work groups
- presentations during department meetings reviewing needs and plans for change and progress as the implementation of change proceeds
- formal training on the change initiatives
- videos with change initiative information that workers can access after regular business hours
- coaching and mentoring – both supervisory and peer-to-peer
- infographics and employee posters or signs
- guidelines for one-on-one meetings between workers and supervisor
- regular communication campaigns with a tool such as BAM Mail® to nurture engagement and feedback
- the need for change
- potential roadblocks of change
- the detailed change management plan
- evaluation plans for measuring key metrics
- recognition and celebration
- feedback loop for continuous improvement
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