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Three Stages of Success for Every Major Change

Updated on January 20, 2015

The goal of a change survey should be to track and understand how employees are progressing through the change curve and we can identify these by assessing three stages or phases of progressive steps to sustained change:

The first stage is employee understanding is focused on explaining the need or rationale to change:

  1. Do employee understand what is being asked of them (as it relates to the new change)? These are the behaviors and skills that you expect them to begin to display in order to ensure the success of the change effort.
  2. Are employees clear on how the new change is different than what they currently do?
  3. Do employees see what they would need to do to adapt and adopt to the new change?

The second stage is employee belief that the change is necessary which is enhanced by providing the training needed to be successful:

  1. Do employees believe that if the change is made, there will be a significant positive result?
  2. Do employees possess the ability to make the leap to the new change or is additional training required?
  3. Are employees aware and confident that the organization will support them as they make this new change by providing training, assistance, and knowledge to be successful?
  4. Do employees believe that the rewards to the organization are worth the (extra) effort?

The third stage is will employees adopt and sustain the change?

  1. Are employees willing to give the new change a try?
  2. Will employees experience some positive results early in the process of adopting to the new change?
  3. Are employees clear that this is the way that they will do the job from now on?
  4. Are employees excited about wanting to get even better?

Change Survey

 
N/A
1 Strongly Agree
....
4 Neutral
....
7 Strongly Disagree
I understand what I am being asked to do differently based on this [insert change initiative]
o
o
o
o
o
o
I understand what I need to do to prepare myself to be successful in this [insert change initiative]
o
o
o
o
o
o
I understand why we moved to [insert change initiative]
o
o
o
o
o
o
I believe that there will be significant positive results based on this [insert change initiative]
o
o
o
o
o
o
I believe [insert company name] will support me during the transition to our [insert change initiative]
o
o
o
o
o
o
I believe changes to our [insert change initiative] are beneficial to our customers
o
o
o
o
o
o
I believe the changes to our [insert change initiative] are beneficial to me
o
o
o
o
o
o
I am motivated to do my best for BI under the new [insert change initiative]
o
o
o
o
o
o

The results of a change survey like this will allow an organization to assess if there is additional change management efforts needed for certain subsets of employees therefore it will be important to capture some basic demographics as well.

The bottom line is that organizations need to assess their employees level of understanding of the change and explain the change (behaviors and actions needed to be successful), belief in the change, train on the additional skills needed, and adoption and sustaining of the identified change or changes that the organization needs to make. To fail to capture the information available and make necessary corrections along the way may mean the success or failure of an implemented change effort.

In summary, explain, train, and sustain for successful change.

Photo taken by Stephen D. Sylvester
Photo taken by Stephen D. Sylvester | Source

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