What are the mistakes not to make in order to successfully manage change?

Digital transformation is a strategic priority and all businesses are concerned.

• 60% of CIOs saw digital transformation as their top priority in 2022 (Harvey Nash and KPMG)
• 40% of global leaders believe that their business will not be viable in 10 years if it does not transform (“CIO Survey 2022" PwC)

Today, to stay competitive, it is obvious that we must Embrace digital transformation. It requires the ability to question yourself and to make decisions in order to lead and carry out change.

But this digital transformation is difficult, because change is not a natural thing. The company is governed by rules and processes, and the arrival of this upheaval can have the effect of a gale on a house of cards.

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Whether it is the arrival of a Staffing software, or a change in the organization put in place, it is a challenge, you have to Accompany him and Get involved to guarantee its success.

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Moreover, 47% of businesses consider change management to be the biggest challenge in their digital transformation (”Accelerating Digital Transformation to Drive Growth: The Leadership Mandate” - Deloitte)

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So, what mistakes should you avoid to ensure the adoption of any new process or tool in your business?

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Underestimating resistance to change

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You must be aware that some of your employees will not be in favor of this change from the start of the project, or even that they will actively act against the implementation of the project.

We find 3 types of profiles in the face of change:

• Les ambassadors: you must rely on them to ensure the correct transmission of information and to support the rest of the workforce in accepting and adopting the change.
• Les liabilities: they will follow, but without investing.
• Les detractors: they are going to be against change and will make it known.

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Detractors can be very powerful, especially if they are quite high up in the hierarchy.

It is important toanticipating this resistance to respond to the requests of detractors in the best possible way and as soon as possible.

For thwarting their resistance, listen to their concerns and frustrations for reassure And their Explain the added value of change.

Then, bet on your ambassadors who will champion this transformation.

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Not taking into account company values and culture

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Every business is different, its culture And its values are defined by its brand identity and employer brand. You have to make sure that you take these elements into account when you want to implement new processes in your organization.

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For example, at Devoteam Revolve, their vision of the company and their values revolve around people, the competence and the progression of employees.

When it comes time to equip a new Staffing tool, they chose Napta for a specific reason. Our way of managing planning is based on the skills and aspirations of consultants, which is in perfect harmony with the will of Devoteam Revolve.