Five global trends that are redefining Change Management

Businesses today are becoming better at anticipating unexpected events, thanks to the global pandemic and the “new normal” that came after. It has become second nature to quickly adapt to new ways of doing things in the shortest amount of time possible, and with minimal preparation.

But knowing what’s coming next doesn’t make it any easier to adjust.

When a team or an organisation undergoes significant change, employees need time to adjust and embrace new expectations and ways of doing things. As businesses continue to adapt to the future of work, rapid innovation and adjustments have become the norm. Change managers must plan for updates and stay current on trends affecting communication, business processes, and transactions in order to effectively prepare their teams for organisational change.

Trends that will influence the change management strategy

Over the last two years, we’ve had a lot of practice dealing with change. Thankfully, we had the discipline of change management to help us along, with tried-and-true methods for guiding workforces through the years’ turbulent, increasingly unpredictable waters.

Change management approaches have evolved and will continue to evolve. Here are some of the key trends that will play a significant part in the change management strategy in the ever-changing workplace.

Trend #1: Implementing digital adoption platforms to expedite and support change

To get team members to adapt quickly, it’s important to make it as easy as possible for them to understand what’s expected of them and how to do it, whether you’re giving them new tools or changing how they do their jobs.

Hands-on training and formal education sessions might be a good place to start, but remembering content and applying it to daily activities can be challenging. Digital Adoption Platforms (DAPs) offer in-app coaching to help employees learn more quickly. A DAP sits on top of your team’s tools or software, assisting them in completing tasks. Organisations can use a digital adoption platform to create in-app content such as interactive walkthroughs, product tours, task lists, step-by-step flows, smart suggestions and embedded knowledge libraries.

Trend #2: Managers stepping into the role of change agents

As the pace of change quickens, many businesses ask managers and senior members to master change management. Managers must be able to help employees through change with empathy and skill, and change managers can’t handle every part of every big project.

Change-related requirements are already emerging in job postings for manager-level positions, and more companies are investing in coaching and skill-building for current leaders. Department heads are also realising that subject-matter expertise is sometimes simpler to obtain than change-management skills, so we may see an increase in promotions
as a result of this realisation.

Trend #3: Adopting a data-driven strategy to change management

Change managers can utilise data to keep an eye on trends and make proactive decisions rather than making assumptions about where a company should pivot or wait until a change is absolutely necessary.

Previously, change managers depended heavily on internal polls to establish whether it was appropriate to undertake change. But thanks to the digital age, they can now dig deeper and utilise resources such as social media, internal social platforms and communication tools, and employee engagement software to better understand employee requirements and expectations. Change can be aided by data and analytics. Future transformation projects can also benefit from data. Surveys, tools, and analytics can be used by change managers to optimise the next change process.

Trend #4: Deploying digital-first workplaces

Businesses are becoming increasingly technologically dependent as a result of remote-first or hybrid work arrangements. To accommodate remote and hybrid workers, change managers must optimise training materials and resources. They must be able to assist all team members, particularly those who rely on digital communication technology.

Digital-first businesses must also adapt to changing conditions. When using digital tools and platforms to work and communicate, employees must be aware of any upgrades or procedure changes. Change managers must address both today’s and tomorrow’s issues. To remain competitive, new technology must be welcomed with open arms, and change managers must make the required changes.

Trend #5: Embracing change into organisational cultures

All employees want to be able to adapt to change, and the industry is witnessing this trend in corporate values, mission statements, and cultural goals. Corporate executives are increasingly using phrases like “flexible”, “agile” and “learning or growth mentality” to describe their organisations. Businesses are actively returning to responding more swiftly and easily to positive and negative, large and minor interruptions, rather than simply “embracing change”.

Conclusion

Organisations will have to deal with change, from sudden disruptions to gradual evolutions, and from radical changes to tiny process modifications. And, if the next few years are anything like their predecessors, organisations will have to do it frequently. The good news is that they’re becoming better at it, and change management practice is improving alongside them.

Organisations can make employees, customers, and partners feel good about implementing and responding to the changes that will shape the future by keeping these five trends in mind and applying new best practices.