Organizational Change Management

5 Common Change Management Mistakes to Avoid

Nearshore Agile Teams

When companies implement new technologies or change existing processes, employees must be prepared to work in new and different ways. Without proper change management, disruption ensues at go-live. The user experience is abysmal. Projects fail. The value of a new technology is minimized because people don’t use the capabilities it affords. Processes become bookshelf material.

Change management isn’t easy. It takes a lot of effort. Obstacles can (and often do) arise at any stage of a large project. I have worked in the organizational change management field for two decades. In that time, I’ve witnessed many successes and failures in preparing workforces for new ways of operating.

In a series of upcoming blog posts, I will delve into the following mistakes I have encountered most often:

5 Common Change Management Mistakes  

  1. Assuming change management is “just communication and training”
  2. Putting off a change management plan
  3. Lacking active and visible executive sponsorship
  4. Treating all stakeholders the same
  5. Underestimating the amount of work involved

I’ll also share actionable advice for overcoming each mistake in a more productive manner.

It Pays to Get It Right

The value of innovation is realized when people engage with the new tool or process. They bring the technology to life as it was designed. They derive the value that is both intended and available.

When change management is done well, it is a beautiful thing. People are engaged with the right messages, in the right ways, at the right times. They understand why the change is being implemented. They buy-in to what the new system or process means to them, why they should care, and what’s in it for them. Because they buy-in, they seek more information and are excited for the results that will come in the new environment. They attend training and absorb the content. At go-live, they are engaged, which minimizes disruption and enables the project to realize operational benefits quickly.

An investment in organizational change management – and a commitment to getting it right – might be the most critical move a company can make to ensuring a successful project outcome and return on investment.

Download our guide, How to Overcome 5 Change Management Mistakes, to learn more.

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David Chapman

David is the General Manager for Perficient's Organizational Change Management practice, part of the Strategic Advisors Team. He has over twenty years of consulting experience and resides in Charlotte, North Carolina. Be sure to also check out David’s personal blog. It focuses on collaboratively building the breadth and depth of our collective change management knowledge based on insights and experiences shared to help one another grow.

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