SHARE
The rapidly evolving working and consumerist landscape is driving businesses to fine-tune their transformation initiatives and quickly adapt company culture to meet rising demands of increasingly digital customers and clients. Increased digitalisation of existing methodologies and emerging technology are being introduced into day-to-day activities within organisations at an astonishing rate, as senior-level executives are faced with the challenge of ensuring their employees are supported and able to navigate the new behaviours of clients and customers.
Successful change is dependent on developing new skills, patterns of behaviour and knowledge in house, enabling organisations to deliver and sustain results for their business transformation efforts. New initiatives, processes and procedures affect how employees carry out their work, and may even impact their specific role within the business. Improved business performance and growth is inextricably linked to how employees adapt to change, whether that’s to new systems and technology, or re-imagined roles and responsibilities from restructuring.
The importance of investing in employees
Despite the rise in business transformation projects, the majority of workers, including executives, perceive a lack of investment in their development, according to Deloitte, and:
- 74% felt the development of new skills and capabilities is strategically important to their organisation
- 32% say they are rewarded for developing new skills
- 70% of employees are not happy with their organisation’s investment in improving their skills
- 60% of executives are not happy with their organisation’s investment in their development
To truly drive transformation and productivity, businesses need to put their employees at the centre of change and adopt a holistic, human-centric approach to achieve sustained success. Business transformation requires both cultural and behavioural changes such as calculated risk-taking, increased collaboration, using new systems, inputting new data and a wide range of other updates. This requires a true commitment to instilling the value of transformation into every level of the organisation, with the benefits of change made very clear. This will encourage buy in from the whole organisation and reduce any friction or impediment to transformation from employees resisting the change.
Why might employees resist change?
Despite the continuous presence of change in our ever-evolving economy, organisational change is not easy. In fact, many organisations fail to understand how difficult it is to implement change effectively, particularly when the reasons behind it are poorly communicated. Not only may employees struggle to respond to rapidly evolving markets and technology, according to Harvard Business Review the ‘widespread difficulties have at least one common root: Managers and employees view change differently.’ Despite business leaders viewing change as an opportunity for business success and growth, for many employees transformation within an organisation can be both disruptive and intrusive.
Reasons why employees may resist change:
- Fear of the unknown
- Lack of onboarding during implementation
- Increased pressure and responsibility
- Lack of clear communication
- Loss of control
- Lack of familiarity
- Anxiety over job uncertainty
How to overcome resistance to change in your business
According to a study by Synergy Creative, 39% would leave their job due to a fear of continuous change. However:
- 70% would due to an unpleasant work environment
- 55% due to poor leadership of a company
This demonstrates that employees will not resist change if they are happy with both their work culture and environment, and that strong leadership is key. Other methods to overcome resistance and effectively implement change include:
Communication
Clear communication and consistent messaging throughout the transformation process is important to integrating change. There should be a constant dialogue between C-suite executives and their employees on what transformation is happening day to day and the benefits behind it, as well as what is to come in the future and how it will positively impact the business.
Engagement
Effectively engage employees and listen to their response to transformations within the business. Leveraging their feedback will enable employers to understand any concerns and tailor change-management accordingly so that any concerns are addressed.
Facilitation and support
Organisations will need to invest more time facilitating change and supporting employees as they adapt to new systems, technology or restructures. Identify team members who can advocate for new ways of working and offer resources, training, knowledge and self-development opportunities for employees to enhance existing skills in-line with changes in the business.
How can JSS help deliver change?
Whether you require the skills and expertise for an urgent technological transformation, or have a need to drive a culture change, or to face a new challenge like growth into a new market, interims are a highly valuable, knowledgeable and cost-effective resource that can help implement change throughout your organisation.
JSS are experienced at supporting clients as they navigate change and digital transformation. Our Interim Solutions services ensure the rapid provision of senior executives and functional experts, deployed to help manage change, work instinctively in a crisis and support business critical projects through to delivery.