Discover the four building blocks of successful organisational change management
Organisational change management is essential as transformation becomes the way forward in today’s digital environment. But how will you manage the human impact of these changes?
Start managing the human impact of change management and take control of the success of your organisations change initiatives.
I’m sure you’ve had the experience of sitting and listening to a new vision or strategy from the CEO. Sometimes these are a hit and you can’t wait to jump on the bus, but in some cases you can tell the impact of these changes on employees hasn’t been well considered.
Businesses need to be agile in order to remain relevant in today’s market. But this doesn’t mean overlooking the needs of employees during times of change. Without a strong roadmap to follow not only will any change initiatives struggle, but your organisation may even lose out on revenue!
When your organisation makes a decision about change how well prepared are you to get the ball rolling?
It’s estimated only 25% of organisational change initiatives are successful over the long term. These results invite criticism of change that can be felt throughout a company. Especially when an average of 22% of managers felt their training to support the organisational change was ineffective.
Someone I talked to recently questioned whether they had an employee duty of care to provide outplacement support. While some may argue a payment in lieu satisfies this position, there is debate around what is the employer’s duty of care ?
Organisations today operate in a more disruptive environment than ever before and as an HR professional, you have a key role to play in developing the future talent needs of your organisation.
Disruption is all around us. Your ability to dynamically adapt and manage the evolving business landscape will dictate how you’re able to engage talent, drive organisational change programs, and effectively manage the human impact of this change.
Businesses are now operating in a more disruptive environment than ever before. And as an HR professional, you have a key role to play in developing the talent management solution.
Disruption is driving the future of HR. Your ability to dynamically adapt and manage the evolving business landscape will dictate how you’re able to engage talent, drive organisational change programs, and effectively manage the human impact of this change too.
To ensure our career transition programs continue to assist your employees manage the human impact of change, we have reviewed all of our programs and made some exciting changes incorporating leading edge technology and knowledge from our Australian consultants and global partners.
Today we are proud to announce the commencement of a unique relationship with the Australian Institute of Management (AIM), and have incorporated AIM training programs across the majority of our career transition programs.
OI Global Partners are a global partnership of career transition and talent management organisations. Recently, I attended an event they hosted in Berlin as their Australasian partner.
A recent report by McKinsey on measuring the impact of employee training on business performance, got me thinking about a specific issue that many of my clients face:
How do I measure the return on investment of my change management program?
As an HR decision maker, there are an overwhelming number of questions you need to be asking yourself before proceeding with any workplace initiative. Without a clear set of expectations and a means of effectively measuring the impact of your change management programs, then what purpose do they serve?
As a part of the HR team within your organisation, creating rhythm and processes around the management of your employees needs is a critical aspect of your role. However, when the Government of the day makes changes to the Employment Act, you and your team are suddenly required to adapt your approaches to implement and manage change, and the uncertainty that will inevitably arise amongst your employees.
We are career transition specialists, who help you manage the human impact of change.
