How to Measure Change Management

If you’re part of a business organization which wants to implement some change, it is important to understand how to measure change management. Every business project results in an outcome in the form of a simple change. In business organizations, it is extremely important to measure these outcomes. Regardless of what you choose to measure, there are two different categories of measurement.

You can either measure activity or results :

● Measuring activity indicates progress. It explains what you’ve done. 

● Measuring result studies outcomes. It explains what you’ve achieved.  

Most of the time, it is important to measure both. There is always a logical order to going from activity to results. First, you need to make some efforts, and then, you see outcomes. A change initiative starts with many different activities to prepare everyone for change implementation.

Some of the most common examples include developing communications or vision statements, enhancing HR practices and policies, modifying IT systems, training staff members and so on. Such activities can be a basic part of project or progress metrics.

When you make an effort to track such metrics, it enables the management to properly understand if sufficient activity is being used to bring outcomes. It also gives an idea about the speed of progress and the usage of right kind of resources. Once the activities have been completed and change has been implemented, metrics can shift to result based measures.

Result measures show how much has been achieved because of the change. These measures could be customer satisfaction, financial gains, employee productivity or some other outcome metric. If you want to know how to measure change management, it is important to focus on the following considerations.

Objectivity Over Subjectivity

Change in the organization’s culture or infrastructure requires behavior shits over a period of many months or years. The new behaviors have to be perfectly adopted in the company’s culture. Both employees and leaders need to demonstrate these changes consistently and readily.

Change Takes Time

True evolution in a company’s culture or infrastructure takes a great deal of persistence and patience. It is a continuing process and you need to focus on what’s working, and what needs to be done. Eventually, you will see positive outcomes.

Combination of Activity and Result Measures

A lot of business organizations waste a great deal of time and resources on executing and planning projects which lead to no sustainable change. Most of the time, it is best to use a mix of activity and result based measures.

This can be seen in a combination of centrally controlled projects with measured progress and integrated change across a business organization. It is important to correctly interpret the measurements, and determine the kind of change which is encouraged. There are some risks to focusing on one set of measures :

● Activity measures – Lack of results and busy staff

● Result measures – Limited understanding of the results, why are they not being achieved and uncoordinated activity.

Regardless of the approach you take for measuring change management, it is important to understand that measurement is not the complete answer. It is not the primary objective. The goal is to implement the change throughout the organization and bring positive outcomes. Measurement is just a way to track progress and make sure you’re on the right track. This understanding can help you with how to measure change management.
 

Christopher Smith
Chris is the Lead Author & Editor of Change Blog. Chris established the Change blog to create a source for news and discussion about some of the issues, challenges, news, and ideas relating to Change Management.
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