Change Management

Change Management (CM) is not a sure-fire success; it requires regular impulses and adjustments. Goals need to be readjusted and new tools introduced where necessary, such as Six Sigma for more complex issues. This can also affect the qualification matrix and employee training. It is important that Continuous Improvement (CI) becomes part of the whole strategy in the company. But how do you convince your team?

Experts develop new procedures and a 40- to 60-page document describing the new process in detail. Employees are informed by e-mail announcing the day of implementation. You know the result? Only about half of the employees actually read the document. And approx. 3-6 months later, employees do their work according to former procedures, improvising where necessary. This is what change management often looks like.

It typically involves some challenges, such as:

• Resistance to change: Employees may have fears about the new and cling to familiar processes
• Complexity: In large companies with many departments and locations, Change Management is complex and requires good coordination
• Lack of commitment: Without top management support and clear communication of goals, change is difficult to implement in a company.

1. Show them Why
Show your colleagues the added value. What benefits will they gain from the Change Management? Also show the vision. If employees understand why the new process is necessary, they are more likely to embrace it.

2. Develop the Plan With Those Affected
The people who actually carry out the processes know them best. They know what works and what doesn't. For your Change Management, bring the key stakeholder groups on board to plan the new process together. People support what they help shape. This way, you'll develop sensible solutions and find advocates for your project.

3. Engage them in Many Different Ways
People learn and adapt in different ways and at different paces. Some people skim emails, others are less attentive during presentations, but everyone reads the poster on the way to the cafeteria. S For your Change Management, use every available channel to reach employees. Find out how to best reach your employees, and then utilize all possibilities.

4. Visualize & Repeat
If you want your employees to understand your new process, visualize it. Three-quarters of our brain is designed for visual processing, so we remember images better than words. YFor example, in your Change Management for the pharmaceutical industry, you may need to create a visual overview and then go deeper with cards dedicated to specific parts of the process. This way, employees can clearly see what needs to be done. And the more a new process is communicated during your Change Management, the more understanding will be created for the new approach.

5. Listen & Follow Up
Give employees the opportunity to ask questions of the project managers. Also give them a chance to voice dissatisfaction. Only then can you address complaints within your Change Management and take appropriate measures early on. Recognize the Cost of Bad Communication, acknowledge the value of efficient communication and use it skillfully for your Change Management.