We can safely say change will be at the forefront in 2024 as organisations continue to respond to talent shortages in certain sectors and the increasing need to master and incorporate AI in business processes and operations.
According to Gartner research, last year, the average employee experienced ten planned enterprise changes, up from two in 2016. These included culture change to adopt new ways of working and the replacement of legacy tech systems.
However the appetite for change is waning.
A Gartner survey showed that employees’ willingness to support enterprise change dipped to just 43% last year, down from 74% in 2016.
So what’s next?
Stop saying that change is hard. The more you say it, the more people believe it. One of our clients recently said that several years ago, most of her team had mentally given up even before the process started, because their then-supervisor, in preparing them for change, kept harping on how hard he expected it to be.
Yes, you should not gloss over potential challenges, but there’s a limit to this.
Whatever organisational change management model you choose to use, some fundamentals, if done well, will allow you to make change empowering instead of tough.
Here are our top tips:
Try it out now. Say to yourself “change is as easy as I make it out to be”. At the end of the day, it is about taking a step at a time with a systematic approach that yields the best outcomes.
This post was co-written by Communications Strategist, Consultant and Coach, Bharati Jagdish.
Sylvia is a qualified Neuro Linguistic Programming (NLP) Master Trainer. She started her business in Sydney and is now based in Singapore.