Companies from all walks of life are going through both economic and strategic transformations. However, the success of a transformation depends mainly on people. That is to say, the people who will manage the change, but also the employees who will carry out the change.
Réussir le management du changement nécessite donc d’engager les collaborateurs. Voici 4 piliers pour faciliter la réussite d’une transformation.
1- Communicate the meaning of the transformation
Why it is essential
It is necessary to ensure that all your employees understand the business case for transformation. To do this, you need to acculturate and communicate. Acculturation allows you to explain the fundamentals of your transformation to your employees. Communication allows you to spread the messages to keep them engaged.
[Lire aussi : L’acculturation, première étape de la transformation digitale en entreprise]
In addition, think about involving the managers of your organisation in this process. They are close to the ground, and must understand and be able to explain the meaning of your transformation.
3 concrete actions you can take
- Conduct a design thinking session to determine the purpose(s) of your transformation.
- Imagine a plan for acculturation content: videos, articles or infographics for example
- Organise monthly Q&A sessions with your managers
2- Understand the point of view of employees
Why it is essential
When you launch a transformation plan, you need to understand how it will affect your employees. But also how it will benefit them. That's why you need to deliver the most personalised communication possible, with the most empathy.
3 concrete actions you can take
- Make a table with the current "pain points" of your employees, and opposite, what the transformation will be able to solve
- Determine communication themes according to the nature of the pain points identified
- Determine employee profiles and associate certain themes with certain profiles for more personalised communication
3- Listening to employees
Why it is essential
Employees are at the forefront of the transformation. It is therefore essential tolisten to their feelings and ask for feedback. This will allow you to adjust your actions by adapting to the needs of your employees. Furthermore, listening to your employees also means listening to their ideas. Indeed, they may have very good ideas for improvements or innovations to bring your transformation to life.
3 concrete actions you can take
- Set up regular surveys and polls
- Organise collective intelligence sessions in which you solicit the creativity and opinions of your employees
- Encourage your employees to come up with ideas to fuel and sustain the transformation
4- Measure your actions to monitor change management
Why it is essential
Measuring is action, it gives you the opportunity to optimise it. It is therefore essential to measure the impact of your transformation plan: are employees receptive? Have they understood the pillars and benefits of your transformation? Are they committed to the change? Qualitative measurement is as important as quantitative measurement.
3 concrete actions you can take
- Disseminate quizzes to ensure that the acculturation work has been effective
- Measure the attention your employees pay to your communication: pay attention to the number of views, the rate of opening of your newsletters, etc.
- Measureemployee commitment: what proportion of your employees are only spectators of the transformation plan? And how many employees are actually involved by reacting, answering surveys, proposing ideas, etc.?
