Change in an organization is inevitable and that is why change management metrics should be in place in every organization. In fact, it is guaranteed that if your company has any chance of growing, some new investments in technology, products, services, and manpower will have to be made and this will bring change. Unfortunately, human beings do not appreciate change at first and this is why defining change management metrics is so important in every successful organization keeping in mind that people are the company’s most important asset.
Top management has to come up with a structured plan to change management, another plan to implement the change successfully, and incentives for the employees since they are human. Having a great change management metrics will ensure projects continue without any problems and reduce employee turnover, which in turn saves the company time and money. The change management process owner should follow these steps in defining change management metrics:
It should be clear how much change is required to reap full benefits and also define how much change each employees is expected to make.
Scope of Change
It is important to assess the change versus the organization making the change. Assess all aspects that will be affected by the change that is groups, divisions, departments, and so forth. Look at how many employees will be affected and what type of change it is whether it is cultural, technology, merger, or any other. You should look at the organizational value system, its capacity for change so you know how much resistance to expect and the leadership style.
Also, take a look at how past change affected the organization and how middle level management is likely to react to the change since this level greatly influences the rest of the employees.
•You should carry some research by interviewing employees, managers and having focus groups to hear what they think about the change
• Lay down the plan
• Have a sizable change management team that will be spearheading the change.
• Identify what risks, obstacles, and resistance you might expect and come up with tactics to deal with them.
• Create training and coaching program so there will be ample communication and awareness before the change is implemented. This will reduce resistance.
During the implementation, owners of change management metrics should be hands on assessing if it is going well, if the employees are being involved and if there are any problems. Check also if the necessary support is being offered and how resistance is being handled.
After the change is up and running, how quickly are employees starting to use it? How is their buy in? Are they getting proficient with it? This will show you where help and support is needed. Collect data;
• Performance before and after change
• Number of calls to support
• Amount of problems on hold
• Employee interaction time before and after change
Finally, once the change is in full force, identify how it can be made better and set goals for it. Change management metrics only works if a good strategy is followed with patience, encouragement, and clear lines of communication in case of additional support.
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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.