The Importance of change management for PM implementationadmin
Change has now become a strategic imperative for most organizations. Every day, new initiatives and projects are launched to improve performance, increase profits, and enhance competitive advantage.
The ultimate reason for any business to exist is to make a profit for its shareholders. Parallel to this is the importance of implementing controls and key performance measures to ensure that successes are gained and repeated year after year.
Implementing key performance measures can be seen as:
- an opportunity – to grow and innovate; and
- a threat – which can be viewed as a punitive process.
Applying change management principles when implementing performance management disciplines could be what differentiate your organization.
Just like any other important discipline, implementing performance management practices requires as much thinking and preparation as you would apply when implanting a new core system within your business. This is because instilling a performance management process is equivalent to instilling a new culture in the business where employees in your organization are:
- Aligned to the strategy of the business;
- Clear about how they employees impact or contribute to the strategy;
- Accountable for their own contribution and are driven to obtain results; and
- Are empowered to engage in meaningful performance related discussions.
Employing a structured way to implement a performance management discipline requires a well-constructed people and change management strategy that is inclusive and focuses on:
- Broad and comprehensive engagement about the philosophy of the performance management discipline;
- Crafting a clear change vision that appeals to every level of the business of the need to implement a performance management discipline;
- Equipping each individual and teams to be more clear about how they directly contribute to the strategy;
- Drawing simple glimpses of what good performance looks like and demonstrating how to perform well and also demonstrate what bad performance looks like;
- Robust and tailored communication and training plans to help employees transition; and
- Take away the boring side of performance Management and add some fun while at it.
Organizations don’t change but over time people do. When an organization undertakes an initiative, change only happens when employees do their jobs differently and proficiently.
Readiness strategies such as team based on boarding activities including process or system training interventions should be a priority as this directly affects your overall adoption and the speed at which the change is embedded.
The point must be made that purchasing an advanced performance software and implementing it without careful consideration of the people side of change, does not necessarily lead to success. The performance of an organization depends solely on how people, process and technology are aligned. Successful implementation of performance management solutions requires among other things, a change management strategy and the relevant plans which include:
- Coaching Plan – both at managerial and non-managerial levels
- Communication plan – tailored for the various levels
- Training plan – tailored for the various roles
- Resistance mitigation plan – tailored according to risks identified
- Leadership Engagement plan – To lead from all corners to sell the vision and the importance of creating a high performance culture.
All the above plans help to increase the probabilities of a successful and sustained change within your organization.