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The Hurley Accountancy team are aware that more than 70% of change projects within a business fail. Research findings show that employee engagement is the biggest factor. Whether it is a small change to one or two processes or a company-wide change, it’s common for staff to feel intimidated by it.

So what can you do for successful implementation of change? Here are some tips from the Hurley Accountancy team to ensure your project stays on track:

1. Get the team onboard

Build support and create momentum behind the changes you are making by communicating the benefits with the whole company early on.

• Start honest discussions with your team and give dynamic and convincing reasons to get people talking and thinking about the change.
• Demonstrate what would happen if you didn’t make the change and what else it could affect in the future.
• Request support from customers in this instance who may love the product, outside stakeholders and others known in the industry to strengthen your argument.

2. Form a powerful coalition from all areas of the business

Share the support you have from all areas in the business (not just the leadership team). Visible support from key people within the organisation will bring others on board and create a sense of urgency. Give these people key roles in the change process to help progress it.

Once formed, your “change coalition” needs to work as a team, continuing to build urgency and momentum around the need for change.

What you can do:

• Identify the influencers in your organisation for this change, as well as your key stakeholders.
• Ensure that you have a good mix of people from different levels within your firm.
• Ask for a commitment from these key people.
• Work on team building within your change coalition.

3. Create a vision for change

Create an overall vision that helps everyone understand why you’re asking them to do something.

What you can do:

• Develop a short summary (one or two sentences) that captures what you “see” as the future of your organisation.
• Create a strategy to execute that vision.
• Ensure that your team leading the change are all on the same page.

4. Communicate the vision

Embed this in everything you do so it is not lost in the day-to-day operation but a powerful part of this.

What you can do:

• Talk often about vision and change.
• Make sure the vision is applied to all aspects of the operations. For example, ensure it’s added to the training and induction program and is encapsulated into the relevant job descriptions and evaluations.
• Address people’s concerns and anxieties about it openly and honestly.
• Lead by example.

5. Remove obstacles

Check constantly for processes and structures that need to adjust to allow you to execute the vision and help the change move forward.

What you can do:

• Look at your organisational structure, job descriptions, and performance and compensation systems to ensure they’re in line with your vision.
• Recognise and reward people for making change happen.
• Identify, or hire, change managers whose core role is to deliver the change.
• Identify areas or team members that stand in the way of change, and find solutions.
• Take action to quickly remove barriers rather than letting them fester.

If you would like to discuss your business needs. Call Hurley Accountancy on 0238849722 or email imelda@hurleyaccountancy.com

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