Change is here to stay. But we all know that by now. The post-pandemic world continues to see the rate of change accelerate as organisations battle with the digital revolution, changing workforce demands, operational efficiency pressure, and the ever-growing expectations of the sustainability agenda.
But who is it that’s left with the responsibility of executing all this change? Executives often talk the talk when it comes to promoting the continuous improvement ethos within their businesses, but the actual day-to-day struggle of getting change delivered falls further down the chain, usually landing on the HR team.
HR often carry the load!
HR are almost always asked to carry the load when it comes to guiding the organisation and its people through significant change or transformation. Not only are they expected to do this- they’re expected to do it effectively and usually without much support.
And yet many HR teams don’t have change management capabilities or experience. Over the years, there’s been a significant reliance on management consultants to provide this type of support, and in the long term this has been to the detriment of HR both from a reputational perspective within the business, as well as in terms of value for HR team members, since they aren’t getting the right experience to develop change skills themselves.
With the role of HR expanding into all sorts of new and exciting spaces as a result of the future of works trends of the last decade, HR have been under the spotlight a lot. They’re expected to get involved in any and all aspects of the “people stuff” within a business, and managing change is fundamentally always about influencing and supporting people to adapt their mindset, develop new skills, and commit to new ways of working.
Presently, organisations are wasting millions every year on expensive consultants who are drafted in when the going gets tough with regards to implementing business change. When transformation is on an extensive scale this may ultimately be unavoidable and more cost-effective, however, with the rate of change over the past decade, it is no longer permissible to accept that HR aren’t going to be capable change managers. This has simply got to become part and parcel of the job!
What support do HR need?
What does a capable change manager mean? It doesn’t necessarily require certification and expensive training for all of HR. Instead, HR need to be given the opportunity to learn the basics of the change management discipline through accessible and easy to understand resources, whilst being given the opportunity to develop and practice their skills in this area.
Most good HR teams know the business well. They know the leaders and the people on the ground, they understand the culture and nuances, and they are therefore well placed to deliver change effectively. They just need a little help with applying the right tools and techniques to get leaders aligned around a common vision, to help employees understand how changes impact them, and to achieve commitment and adoption.
Change Proud was designed to make getting the right support with change management easy. HR teams need a place to go for consistent, accessible help with change in a way that brings to life the practicalities of delivering change in the workplace.
Take a look at Change Proud here and give your HR team the help they need today: