Stagnancy is a synonym to end! A business can’t stay monotonous and to thrive, it needs modification. But you have to ensure that the upcoming system is error-free and is not disturbing the business environment. However, to keep your business afloat, you need to ignore a mound of failed ventures and focus primarily on change management and the reforms required for success. 

All changes specifically related to digital transformations should be initiated to promote the productivity and efficiency of your workforce. Interestingly, almost 70% of large-scale transformations fail due to a lack of employee support. 

So, let’s jump onto the important aspect of change management that is the process. Here is a step-by-step guide to escort you to the end. 

Step by step guide to conquering change management process

The change management process is illustrated by four change models here. 

  1. The Kubler-Ross 5- Stage Model 

This model is proposed by Elisabeth Kubler-Ross, a Swiss-American psychiatrist. In her book ‘On Death and Dying,’ that hit the market in 1969, she inferred five stages of grief. This model stands out from the rest of the models because it emphasizes the human reaction to a sudden change. The five stages are actually the five levels of reaction.

  • The first stage is the denial phase: It means things are better off without any modification. 
  • After denial comes anger. When the change becomes inevitable, it infuriates the employee.
  • The next step proceeds with bargaining. Here the employees want to build a common ground where they are ready for the change in want of other things. 
  • Towards the end, depression kicks in as the change is ascertained, and there is nothing they can do to prevent it.
  • The last step is acceptance. Where the change is implemented, and the employees try to make the new operations a success.

  1. John Kotter’s 8-step model for managing change

John P Kotter, a management member and Change Management professor at Harvard Business School, enlisted this change model in his publication Leading Change. This model was proposed in 1995, and here is his 8 step model.

  1. Establish the issue and create a sense of urgency – To overcome stagnancy, you need to develop a sense of urgency around the necessity for change. It will help melt the ice and sparks flying. Do not just start with lower productivity or direct issues. Talk about what is going on in the marketplace and the competitors. Let them discuss and bring the topic itself; this will help the urgency build and feed itself.
  2. Affirm the merger – Form a change management team that consists of all the charismatic leaders from different business areas. Train them first, and then let them drive others to success. 
  3. Specify a strategic concept and initiatives – Specify your initiative that is easy for everyone to understand. From management people to entry-level joinees, everyone must comprehend the concept. However, keep the mission and vision inspirational to boost employees’ self-confidence.
  4. Share the vision- Employ your change management team to do this part. Ask them to share the vision throughout the order of command. 
  5. Leverage efforts by identifying barriers- Understand what the hurdles that can minimize the success rate are. Employ a structured approach to eliminate the hurdles so that the process moves forward smoothly.

  Induce short-term triumphs- Motivated individuals can achieve great lengths, so set some short-term targets to strike so they can see the immediate positive results on the investment. 

  1. Based on positive changes- After the process is completed and the changes are fully implemented, it’s important to keep analyzing and improving the operation. To keep complacency at bay, this can come in handy. 
  2. Make sure that changes stay– At last, you need to make sure all the changes are fully functional throughout the lifecycle of the business. To ensure this, impart necessary training to the employees when an updated version is out in the market.

3. Lewin’s 3-stage Change Management model

Lewin’s management model is proposed by Kurt Lewin. This theory explains the process in three stages. 

  • Unfreeze- To get accustomed to an old set of ways is a natural human tendency. This can be scary at times. So before convincing them for the change, try to make them open to trying new operations. 
  • Change- During and after the change implementation, give time to the employees to decipher changes. Connect to them personally and offer undivided attention to them. 
  • Refreeze- As now people have accepted the process, it’s high time you refreeze their thinking on the new system to make it stay throughout the life cycle of the business.

4. ADKAR Model for Change Management 

This model for Change Management was proposed by Jeff Heat. He is the founder of the Prosci Change Management certification program. And the acronym ADKAR is the guide.

  • A stands for awareness. This means knowing about the issue and addressing the urgency for change. 
  • D stands for desire. The desire for change is important. Support comes after the introduction of desire. 
  • K stands for knowledge. The knowledge of how to proceed with the change.
  • A stands for the ability to ascertain the skill set and mode of change 
  • R means reinforcements to make the desired changes stay in business.

Benefits of Change Management for businesses 

  • Change management helps businesses improve customer service and also responds to demands faster.
  • Change management helps in identifying the hurdles and solves them sooner so that there are no negative effects on the productivity aspect. 
  • Helps in managing the cost related to the change management process and increases Return On Investment.

Benefits of Change Management for employees 

  • A well-planned change approach eliminates distress and helps employees to stay loyal to their companies.
  • Boosts collaboration, cooperation, and interaction. 
  • Improves productivity and quality of the job.
  • Creates the perfect concept of change for the employees and stakeholders.

Conclusion 

Change can be daunting, especially when the course of time working on the current system is long. The change management process ensures that employees are recognized and supported throughout the change journey.