Change management: the 8 key success factors

According to McKinsey, 70% of organisational transformations do not achieve their goals, mainly due to resistance to change by employees and a lack of commitment by managers.

This is why change management programmes must focus on people. The aim is to ensure that the teams constructively “own” these changes and to overcome the status quo: “we do it this way because we have always done so”.

Change management: what are the key success factors?

Increased communication throughout the project for a shared understanding of the issues and objectives, from the launch phase to the implementation phase

Customisation of the objectives according to the challenges faced by each employee so that each person can individually “own” the company’s vision

Recognised sponsors at top management level to gain legitimacy for the transformation underway

A network of volunteer “champions” within each department. These contacts, who are close to the teams, will guide, coordinate and communicate on the project. They are information relays.

Regular training so teams can continuously adapt to the changes undertaken and ensure alignment with the objectives set

The implementation of challenges to encourage the most reluctant to accept the change and the new direction of the company (games, gamification, quizzes, etc.)

Concrete indicators to measure the effectiveness of the changes throughout the project. Communication around the progress of these metrics will allow for better involvement of the teams.

Finally, anchor these changes in the organisation to ensure that the last over time. This means updating all operational supports such as procedures, processes, working methods, etc.

Of course, each company will have its own strategy for achieving its goals depending on its culture, history and organisation. However, certain principles are essential for effective change management.