Mis à jour le 08/2024 – La réussite de toute transformation repose sur une conduite du changement bien pensée et accompagnée. Vous êtes en transformation et vous avez besoin d’aide ? Voici nos bonnes pratiques du change management, appuyées sur les conseils du cabinet Willis Tower Watson.
Good practice in change management: generating exchange between employees
"Don't ask your employees to change their methods or practices, without taking them by the hand and doing it with them," says consulting firm Willis Tower Watson. Another way of putting it? "Never do anything about me, without me", says Halogen Software.
In this way, change management must be designed with the notion of employee commitment in mind. This means fostering exchanges, valuing feedback, discussing the potential impact of the transformation... In short, encouraging co-creation, trust and communication within teams.
Good practice in change management: following a method
You can draw inspiration from existing methods such as Digital Transformation Seed. On the other hand, Willis Tower Watson believes that Change Management requires several steps to be followed. Here are the 4 best practices of change management:
Inform
The first step in change management is to inform. It is essential to communicate the vision and involve employees in the digital transformation. This vision must include what the company, its processes and customer relations might look like once the transformation is complete. The use of storytelling is a powerful tool in this phase, as it makes the vision more concrete and accessible to all levels of the organization. By sharing an engaging story about the company's future, employees can better understand the objectives of the change and the positive impact it will have on their work and the company as a whole.
Hire
The next step is engagement. In a context of digital transformation, it is essential to strengthen employee commitment. This means encouraging dialogue, participation and feedback. Employees need to feel listened to, taken into account and involved in the change process. Managers play a crucial role by remaining available to answer questions, listening to concerns and encouraging open communication. Commitment creates a sense of belonging and motivates employees to actively participate in the transformation.
Fostering trust
This is the foundation on which the success of the whole process rests. It is essential to foster trust by involving all employees in the change process. This means harnessing thecollective intelligence of the company, allowing everyone to contribute their ideas, skills and expertise. Trust creates an environment where talented people feel safe to express their concerns, propose solutions and actively participate in the transformation . It is this trust that enables companies to adapt rapidly to the challenges and opportunities of the digital world.
Taking action
Once the commitment is in place, it's time to take action. This phase involves implementing digital transformation within the company. This involves deploying the right technological tools and removing any barriers that might hinder their use. The aim is to create an environment conducive to innovation, by breaking down traditional silos and encouraging interdepartmental collaboration. Activating change enables the company to realize its vision by putting in place the resources needed to make the transformation a success.
"If you want to get people to cross a river, first make them dream about the beauty of the other bank, then make sure no one is afraid of the water, teach them to swim, and then they'll cross on their own" Kawakita's principle.
