In today’s fast-paced environment, the popular phrase “change is constant” holds true. Organizations experience changes frequently, and at times these changes can cause uncertainty and stress within the organization.
Organizational Change can be prompted through:
- organizational restructuring,
- mergers and acquisitions,
- adoption of new business processes,
- implementation of new technologies.
Given their roles in supporting the well-being and growth of the workforce, Human Resources (HR) professionals are well-positioned to effectively lead organizations through change. In today’s blog, we discuss the leadership role between HR professionals and the change management initiative.
Key Reasons Why HR Should Lead Change Management
- HR professionals already lead in their understanding of the organization’s culture and values. Their position enables them to navigate the more sensitive aspects of change. Their role empowers them to customize the change approach in a manner that directly connects with the employees’ needs and ensures alignment with the organization’s vision.
- Leading with their people-first mindset and employee-centric approach promotes positive relationships between HR, executives, leadership, and business owners.
Benefits of an HR and Change Management Partnership
The partnership between the HR professional and the change management practitioner is essential for defining the change management initiative. The HR professional understands the impact on the departments and teams. They are the best advocate to define the goals of the change initiative to ensure the organization is positioned for success.
An experienced change management practitioner brings expert insights. Plus they have proven techniques based on their deep understanding of the methodology and approach. They provide essential support and management of the change initiative.
Four ways HR professionals can lead key areas of change management
1. Communications and Engagement
HR plays a vital role in supporting change management by developing comprehensive strategies for effective communication and engagement activities that support the change. By actively engaging all levels of the organization, HR can provide the tools and resources to ensure consistent messaging and positive support for the change. As the voice of the employees, HR advocates for their needs throughout this process. This enhances understanding and acceptance of the changes and strengthens the organization’s culture during times of transition.
2. Manage Resistance and Mitigate Risk
Change is unsettling to most individuals and often leads to resistance. HR can proactively identify potential roadblocks by establishing techniques to collect feedback and encourage open dialogue, cultivating a more positive attitude toward change. Their training in conflict resolution and negotiation can foster a collaborative environment and create a sense of inclusion and ownership, ultimately minimizing resistance and mitigating “people risk”. This proactive approach not only eases transitions but also strengthens organizational resilience.
3. Learning and Development
To ensure employees are equipped to embrace change, HR professionals can drive targeted learning activities. These activities provide the necessary resources and materials to support the new ways of working. This includes designing and delivering comprehensive training programs focused on increasing the growth and adoption of a new system and business processes. By prioritizing skills development and offering ongoing support, HR not only empowers employees but also enhances overall resilience, ensuring teams are better prepared to embrace new challenges, which leads to a successful transformation.
4. Measure Success
It is important to understand the success of adoption and the overall effectiveness of change management. Remember, go-live is not the end; rather it marks the beginning of new ways of working. HR can collect data to measure performance and determine if the intended change is taking place. Evaluating the overall effectiveness of change management will highlight the value of your change management investment. This evaluation highlights the direct correlation to the overall success of the change initiative. Ongoing tracking and monitoring will identify opportunities for continuous growth and development across the organization.
When change is part of the organizational agenda, it is the perfect time for HR professionals to step into a leadership position. As organizations continue to evolve, the role of HR as a change leader will only become more critical. This paves the way for a more agile and resilient workforce. HR is an important support function, but it is also a strategic partner in driving successful change initiatives. The strength of this partnership can lead to a thriving organization that embraces necessary and productive changes.
To learn more about how a change initiative will move your strategic initiatives forward and produce the outcomes the organization expects contact us today. Read more about the valuable roles during a change management initiative here.
About the Author
Priscilla Sparrow is a Senior Change Management Consultant with over nine years of experience. Priscilla specializes in developing and implementing practical tools and best practices that foster employee engagement, drive adoption and support organizational goals through change management.
To learn more about Priscilla, check out her LinkedIn page.