{"id":18426,"date":"2024-08-05T12:13:01","date_gmt":"2024-08-05T12:13:01","guid":{"rendered":"https:\/\/www.walkme.com\/blog\/?p=18426"},"modified":"2024-08-05T12:13:01","modified_gmt":"2024-08-05T12:13:01","slug":"driving-organizational-change","status":"publish","type":"post","link":"https:\/\/www.walkme.com\/blog\/driving-organizational-change\/","title":{"rendered":"A 21-Point Checklist for Driving Organizational Change"},"content":{"rendered":"\n

A checklist for driving organizational change can streamline change projects, minimize errors, lighten workloads, and improve efficiency.<\/p>\n\n\n\n

Below, we\u2019ll cover 21 essential items to include in a change management checklist.<\/p>\n\n\n\n

A 21-Point Checklist for Driving Organizational Change<\/strong><\/h2>\n\n\n\n

Here are 21 points, roughly in order, to focus on when executing an organizational change<\/a> project:<\/p>\n\n\n\n

\"Steps<\/figure>\n\n\n\n

1. Assess change readiness<\/strong><\/h3>\n\n\n\n

Change readiness assessments offer insight into how ready employees and the organization is for a proposed change. <\/p>\n\n\n\n

A few areas to focus on include employee skills, software literacy, existing business processes, and the organization\u2019s culture.<\/p>\n\n\n\n

\"Key<\/figure>\n\n\n\n

2. Analyze the business impact<\/strong><\/h3>\n\n\n\n

A business impact analysis<\/a> assesses how a change will impact the organization.<\/p>\n\n\n\n

This will cover areas such as the financial impact, the impact on the workforce, how customers will be affected, and how business systems will be affected.<\/p>\n\n\n\n

3. Distribute a technology acceptance questionnaire<\/strong><\/h3>\n\n\n\n

A technology acceptance questionnaire is useful for digital transformation<\/a> initiatives.<\/p>\n\n\n\n

These surveys gauge how willing and ready employees would be to accept and use specific software tools.<\/p>\n\n\n\n

4. Understand the organization\u2019s culture<\/strong><\/h3>\n\n\n\n

Organizational culture<\/a> can have a big impact on the efficacy of a change project.<\/p>\n\n\n\n

Understanding that culture, therefore, should precede the planning stage.<\/p>\n\n\n\n

5. Check the skills gap<\/strong><\/h3>\n\n\n\n

Another component of the readiness assessment should be a skills assessment, since skills and training will often play a big role in organizational change projects.<\/p>\n\n\n\n

6. Build a business case and obtain executive sponsorship<\/strong><\/h3>\n\n\n\n

Executive sponsorship<\/a> is key for any program to succeed.\u00a0<\/p>\n\n\n\n

Early on during the planning stage, therefore, change managers should build a business case for change and present that to potential sponsors by building management dashboards.<\/p>\n\n\n\n

7. Create a vision for change<\/strong><\/h3>\n\n\n\n

Change leaders<\/a> and sponsors should proactively involve themselves with a change project.\u00a0<\/p>\n\n\n\n

One of their key tasks should be to craft a compelling vision of what the change will look like after the project is complete.<\/p>\n\n\n\n

8. Craft a change story<\/strong><\/h3>\n\n\n\n

A change story, like the vision for change, should motivate and inspire. <\/p>\n\n\n\n

It should articulate a narrative that the workforce and the organization will follow until the project is complete.<\/p>\n\n\n\n

9. Develop and articulate a change strategy<\/strong><\/h3>\n\n\n\n

A change management strategy outlines the general approach to solving the problem in question. <\/p>\n\n\n\n

This strategy should be articulated in a concise, easy-to-grasp statement that can be followed throughout the project.<\/p>\n\n\n\n

10. Outline a roadmap for change<\/strong><\/h3>\n\n\n\n

A roadmap for change, like customer journey maps<\/a> and project roadmaps, outline a project\u2019s plan of action in stages.<\/p>\n\n\n\n

11. Tie project goals to metrics and KPIs<\/strong><\/h3>\n\n\n\n

Goals are abstract aims \u2013 use metrics and KPIs to turn them into objectives.<\/p>\n\n\n\n

12. Develop a change management communication plan<\/strong><\/h3>\n\n\n\n

A change management communication plan should also be tied to measurable objectives, such as building an awareness of the need for change, reducing resistance, or recruiting a volunteer army.<\/p>\n\n\n\n

13. Design an employee training plan<\/strong><\/h3>\n\n\n\n

Employee training<\/a> is common to many organizational change projects.<\/p>\n\n\n\n

An effective training plan should cultivate the skills employees need to drive the organizational change forward and stay successful after the project is complete.<\/p>\n\n\n\n

14. Create a resistance management strategy<\/strong><\/h3>\n\n\n\n

Employee resistance is a common obstacle for organizational change programs, so it should be planned for and mitigated as early as possible.<\/p>\n\n\n\n

15. Assign change teams and create a recruitment strategy<\/strong><\/h3>\n\n\n\n

The core change team will act as a guiding coalition that operates at the center of the change project. <\/p>\n\n\n\n

It is also important to develop a hierarchy of responsibilities, delegate roles, and create a strategy for recruiting a \u201cvolunteer army.\u201d<\/p>\n\n\n\n

16. Choose an implementation strategy<\/strong><\/h3>\n\n\n\n

Organizational changes<\/a> are not always rolled out all at once.\u00a0<\/p>\n\n\n\n

In some cases, it is more appropriate to pilot test the project or certain aspects of the project before implementing it on a large scale.<\/p>\n\n\n\n

17. Implement and monitor continually<\/strong><\/h3>\n\n\n\n

Throughout the project it is important to continually track the change management metrics that were created earlier. <\/p>\n\n\n\n

The more frequently managers and change teams meet to review these metrics, the more likely it is they will stay engaged with the project and respond to unforeseen circumstances.<\/p>\n\n\n\n

18. Reward short-term wins and maintain momentum<\/strong><\/h3>\n\n\n\n

Building and maintaining momentum can be difficult, especially if employees are resistant to change<\/a>.<\/p>\n\n\n\n

One way to build momentum is by rewarding short-term wins and duplicating them across the organization where possible.<\/p>\n\n\n\n

19. Stay agile and adjust the program as needed<\/strong><\/h3>\n\n\n\n

Battle plans rarely survive the first encounter \u2013 and the same is often true in business.<\/p>\n\n\n\n

Change managers should be agile and ready to change their plans and adjust to shifting circumstances when necessary.<\/p>\n\n\n\n

20. Perform post-project reviews<\/strong><\/h3>\n\n\n\n

Once the project is complete, it is important to review metrics, KPIs, employee feedback, and other relevant data.<\/p>\n\n\n\n

That information can then be learned from and the lessons applied to future change projects.<\/p>\n\n\n\n

21. Reinforce the change over time<\/strong><\/h3>\n\n\n\n

Changes should be reinforced over time through mechanisms such as performance reviews, incentives, and other accountability techniques.<\/p>\n\n\n\n

Doing so will reduce the possibility that employees will revert to old behaviors completed up to this point.<\/p>\n","protected":false},"excerpt":{"rendered":"A checklist for driving organizational change can streamline change projects, minimize errors, lighten workloads, and improve efficiency. 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