Management of Change

These days many organizations operate in an incredibly dynamic environment, where the only obvious fact is they need to continuously adapt and change. It results from an enormous competitiveness, a cost cutting pressure and an improving business processes tendency. We need to realize the changes usually affect people, thus up to 70% of change introduction projects fail.

If an organization is not well prepared to go through changes it causes some resistance increase, which in turn impacts a longer time needed to implement any new systems or new processes, often leading the entire project to fiasco.

QuaTes offers management of change services, helping our customers make their employees and business partners ready to welcome any new standards. To achieve this we leverage from any available means, especially social media, in a way to develop a collaboration culture, knowledge sharing attitude and mutual, effective communication.

 

Service’s scope:

  • Leading an organization through changes following a self-developed model, successfully used during many ERP systems implementation projects in HR and payroll domain, leveraging solutions like:
    • Change Agent concept;
    • Kotter’s 8-level model of changes implementation;
  • Effective communication – from a communication plan development, project stakeholders analysis to changes presentation and selecting appropriate communication models;
  • Measuring the management of change effectiveness process through selecting the best metrics aligned to a given organization;
  • Management of change trainings – workshops for the management and all employees affected by implemented changes, to help them understand the nature and importance of changes as well as psychological aspects of change management.

 

Benefits:

  • A joint change’s vision development while maintaining  an optimal rate of changes implementation;
  • Ensuring and delivering required knowledge and information to all business partners;
  • Changes introduction competency development and changes resistance minimization;
  • Streamlining desired business results achievement;
  • Management through goals, innovation and creative problem solving;
  • Company’s organizational culture identification;
  • Realizing the communication’s role in a change implementation process and gaining skills of effective communication;
  • Shortening the planning phase – saving time and budget;
  • Attracting interest and positive engagement from the individuals included in a change implementation process (an open and participatory management of change model).

 

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