When it comes to transformation, the tool is there to serve your strategy. More than that, it is there to embody it. Because a change management tool must embody your strategy. Indeed, any transformation is a departure from the comfort zone.

The tool is therefore there to reassure, to provide concreteness and to give employees a reference point in the transformation process. What are the key features? How can you avoid the "one more tool" effect and create a unique space that truly embodies your transformation strategy?

A change management tool must be conversational

People are a wonderful lever for transformation. But it is also the main obstacle. It is therefore essential to put employees at the heart of your transformation strategy. And therefore, at the heart of your change management tool. You need to create spaces for expression, where your employees can feel free to exchange and share their knowledge and best practices.

These spaces must be free of silos and hierarchical pressures. Top managers must exchange with employees in the field, considering that every contribution counts. It must therefore allow this freedom of speech at all levels of the company.

More concretely, the tool must be able to facilitate communication, engagement and collaboration between stakeholders. This can lead to a more successful adoption of change within your company.

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The importance of rituals

Rituals are an excellent way of accompanying change. They are moments of listening, of taking a step back, during which attention is paid to each person. Moreover, they structure the transformation around more or less important moments. These rituals can, for example, take the form of design thinking sessions, moments dedicated to sharing good practices, or playful challenges.

Your change management tool must allow these rituals to be organised. But it should also extend them. Indeed, encourage your employees to co-construct the rituals beforehand, for example by suggesting topics to be discussed. Afterwards, they can continue to ask their questions on the digital space dedicated to the ritual, thus extending it after it has taken place.

Finally, it is useful to allow your remote employees to participate in the rituals. This is why it is advisable to use a change management tool that allows for the broadcasting of live videos or the running of digital interactivity sessions.

Your change management tool must enable you to stay in touch

There are several ways to stay in touch with your employees. First of all, your change management tool must include feedback functions. For example, you can ask questions (polls) or carry out surveys to poll your employees. You can then listen to them and better understand their needs, expectations or fears.

On the other hand, it is important tolisten to your employees' ideas. This is why it may be appropriate for your change management tool to allow for the proposal of initiatives to accompany the change. You will find that they are full of good ideas for implementing the transformation in your organisation.

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In conclusion, change is an inescapable reality in companies and it can be complex to manage. The change management tool will provide structure and processes for effective management by providing clear steps, appropriate resources and communication strategies. It will align objectives so that each employee is aware of the role they have to play in achieving those objectives. This fosters a sense of consistency, involvement and increases the likelihood of buy-in to change .

Bannière DTA - Transformation