As an expert in successfully implementing positive changes in organizations, I can share some pretty nasty horror stories with you all about organizational changes that have gone awry. Let’s face it. Up to 80% of all organizational changes do fail in one way or another, so the odds are actually stacked in favor of a horror story rather than a success.
The following are the top 10 reasons I have experienced as to why these organizational changes fail. If even a few of these are present with your existing initiatives, give us a call. It’s not too late to avert the disaster!
- Lack of visible, sustained executive sponsorship for the change effort
- Limited involvement by those most impacted by the upcoming changes when those changes are being designed
- Ill-defined or changing business requirements
- Weak assessment and understanding of the true impact of the changes on people’s specific jobs
- Lack of communications early in the change effort when many of the questions are first being asked
- Ineffective or incomplete training on any process or system changes
- Lack of communications just before those changes are implemented when people need the most clarity as well as any final transition instructions
- Lack of sustained communications to reinforce any new business practices after the implementation is complete
- Current operating systems left active – even if in “view only” mode – post-conversion after the new systems are deployed
- No specific measurable performance indicators and/or monitoring of the critical success factors that are identified
Fortunately, it’s not impossible to right the ship if your change efforts fit any of the descriptions above. It simply takes a dedicated person and/or team of people to manage the organizational aspects of your change efforts and correct for any of these 10 signs before it’s too late.