What is change management?

We’re passionate about the employee voice here at People Insight — we know that when you listen to your employees, when you give them a say in the way their company is run, good things happen. When you carry out employee surveys and you act on the results, you have the power to make a real difference. This is why, as the most actionable employee survey platform,  we always discuss meaningful change. For organisational change to be meaningful, it needs to be based on reliable data and employee sentiment — but for change to be enacted in the right way, it needs to be managed in the right way.

This brings us on to the topic of change management. We wanted to get back to basics  and explore this topic in the detail it deserves. No matter your sector or the nature of your company, the only thing you can bank on is change. It’s inevitable and, in fact, necessary for success. But the way you approach it and navigate it can either give you a real competitive edge, or set you up for failure. 

In this comprehensive guide, we will look into — what is change management, exactly? Why is it so important, what steps can you put in place to navigate it in the right way, and what is the role of leadership in navigating organisational transformations?

Related: Why is change management so hard?

What is change management?

Change management is the systematic approach used to transition individuals, teams and organisations from one state to another, with advancement, progress and betterment in mind. It encompasses strategies, processes and tools aimed at facilitating the human aspects of change to achieve intended business outcomes. By addressing the people side of change, organisations can minimise resistance and greatly improve the uptake and adoption of new initiatives.

Every organisation undergoes change — what makes the difference is how you manage it

Organisational change is inevitable, driven by factors such as technological advancements, market dynamics, employee sentiment and internal growth. While change presents opportunities for improvement, its success largely depends on how it’s managed. Relying on accurate metrics and keeping employees informed throughout the process (with a well thought-out communications campaign) are components that can ensure a smoother, more successful transition.

Effective change management involves:

• Data-driven decisions: Utilising metrics from employee listening strategies are a great way to guide change initiatives. 
• Transparent communication: To keep everyone on the same page, it’s important to keep employees well-informed about the reasons, benefits and impacts of the upcoming change. 
• Inclusive participation: Actively engaging employees in the change process can help to develop a sense of ownership and reduce resistance to change. 

6 change management statistics

Keen to learn a little more about change management? We’ve collected our favourite stats below for you:

1. Our benchmark data shows that only 59% of employees believe their leaders will enact meaningful change following an employee listening initiative
2. Only 34% of major change initiatives succeed.
3. Organisations undergo an average of five significant changes every three years.
4. Nearly two-fifths of CEOs would rather resign than lead another lange-scale change initiative.
5. Only 43% of employees say their organisation is good at managing change.
6. 50% of employees want word of change, and updates regarding change, to come from their CEOs.

3 Popular change management models

Several frameworks have been developed to guide organisations through change. Notable models include:

Lewin’s 3-Step Model

Developed by Kurt Lewin in the 1950s, this model divides the change process into three steps:

1. Unfreeze: Preparing the organisation by recognising the need for change and creating readiness. 
2. Change: Implementing the transition, where new processes or behaviours are introduced. 
3. Refreeze: Solidifying the new state to ensure lasting integration. 

This model emphasises the importance of preparation and reinforcement in the change process.

Kotter’s 8-Step Process

John Kotter’s model outlines eight stages for successful change:

1. Establish a sense of urgency
2. Form a powerful coalition
3. Create a vision for change
4. Communicate the vision
5. Remove obstacles
6. Create short-term wins
7. Consolidate gains and produce more change – Build on early successes to sustain momentum.
8. Anchor new approaches in the culture – Reinforce changes by embedding them in organisational practices and values.

This model emphasises the role of leadership and communication in driving successful change initiatives.

ADKAR Model

The ADKAR model, developed by Prosci, focuses on the individual aspect of change management. It consists of five key elements:

1. Awareness – Understanding why change is necessary.
2. Desire – Willingness to support and engage in the change.
3. Knowledge – Having the right information and training to implement change.
4. Ability – Developing the skills and behaviours needed for successful adoption.
5. Reinforcement – Ensuring the change is maintained over time.

5 Common change management hurdles and how to overcome them

Change initiatives often face resistance and obstacles. Some common hurdles include:

1. Lack of employee buy-in – Address concerns through open communication and involvement in decision-making.
2. Poor leadership alignment – Ensure senior leaders are on the same page and actively support the change.
3. Unclear objectives – Set measurable goals and a clear vision for the change.
4. Insufficient training – Provide employees with the necessary skills and knowledge to adapt.
5. Inadequate follow-through – Reinforce change with ongoing communication and recognition.
   

Related: 7 Ways to support employees through workplace change

The role of management in change management

Leadership plays an incredibly influential role in change management by guiding organisations through transitions, minimising resistance and ensuring successful implementation. Leaders serve as visionaries, communicators, motivators and problem-solvers throughout the change process.

1. Establishing a clear vision

Leaders define the purpose of change, set clear objectives and align the organisation’s goals with the change initiative. A well-communicated vision provides direction and helps employees understand why the change is necessary.

2. Effective communication

Transparent and consistent communication is key to reducing uncertainty and resistance. Leaders must articulate the benefits of change, address concerns and create open channels for feedback. Two-way communication helps to build trust and ensures alignment across all levels of the organisation.

3. Inspiring and motivating employees

Change often brings fear and uncertainty. Strong leaders inspire confidence, encourage a positive mindset and reinforce the benefits of transformation. By demonstrating commitment and enthusiasm, leaders help employees stay engaged and motivated.

4. Managing resistance to change

Resistance is natural in any change initiative. Leaders must identify sources of resistance, empathise with employees and address their concerns proactively. Involving employees in the process and providing support through training or coaching can ease the transition.

5. Leading by example

Employees look to leaders for guidance during change. By embodying the desired behaviors and demonstrating adaptability, leaders reinforce the importance of change and set the tone for the organization.

6. Providing support and resources

Leaders ensure that employees have the necessary tools, training and support systems to navigate change successfully. This includes offering learning opportunities, mentoring and consciously nurturing a culture of continuous improvement.

7. Monitoring progress and reinforcing change

Sustaining change requires ongoing evaluation and reinforcement. Leaders should track progress, celebrate small wins and make necessary adjustments to keep momentum. Recognising and rewarding employees’ efforts encourages long-term adoption.

Our top tips on how to navigate change management successfully

Change can be challenging, but with the right approach and data-driven insights, organisations can transition smoothly and effectively. As experienced HR consultants, here are our top tips for successful change management.

1. Set a clear, evidence-based vision

A well-defined vision, supported by solid data, provides direction and purpose. Use insights from employee surveys and other relevant metrics to shape your strategy. Clearly outline the reasons for change, the expected benefits and what success looks like.

2. Communicate openly and frequently

In order to reduce uncertainty and discomfort, you need to have an effective communications strategy in place. Share data-driven insights with employees to demonstrate the need for change. Keep teams informed through regular updates, address concerns promptly and encourage open dialogue. Transparency builds trust and minimises resistance.

3. Involve employees early and use their feedback

Engaging employees from the outset creates a sense of ownership. Use employee survey results to understand concerns, gather ideas and shape the approach. When employees feel their input is valued, they are more likely to support the proposed change.

4. Lead by example

Leaders must demonstrate commitment to change by embodying the behaviours they expect from others. Using employee feedback to inform leadership actions ensures a more relevant and effective approach.

5. Provide tailored training and support

Change can be unsettling, especially when it requires new skills. Use data from employee surveys to identify specific training needs and tailor support accordingly. A strong support system, backed by insights, eases the transition and boosts confidence.

6. Anticipate and manage resistance with data

Resistance is a natural reaction to change. Employee surveys can help identify potential obstacles early. Analysing feedback allows organisations to address concerns proactively and implement targeted solutions.

7. Celebrate progress and successes

Recognising achievements, no matter how small, helps maintain morale, especially during times of transition. Use employee feedback to track engagement levels and celebrate milestones in ways that resonate with staff.

8. Review and adapt using measurable insights

Change is an ongoing process. Regularly assess progress using employee feedback and other performance metrics. A data-driven approach ensures that changes remain relevant and effective.

By following these tips and grounding change in solid data, organisations can navigate transitions with confidence, ensuring both success and employee engagement.

Change is an ongoing reality for every organisation. The way businesses approach change directly impacts employee experience, wellbeing and overall success. By using employee listening strategies such as surveys, organisations gain valuable insights that help them make informed decisions and improve change outcomes.

If your organisation is planning a change, a change management survey can provide the data needed to guide the process effectively. Get in touch with us to learn how People Insight can support your change management strategy.