People change

Companies recognise the huge impact their people have on performance and may embark on a people change programme to create a different culture. HR functions have a vital role to play in delivering this and people change programmes often bring a specific set of challenges. For example, resistance to change can be fuelled by fear and scepticism, sometimes exacerbated by previously unsuccessful initiatives, and the additional benefits of change can be hard to evaluate. 

Where companies often need help is in turning the intent into an actionable plan of work (programme management) and managing issues such as resistance proactively.

 

With our client's HR business leaders and HR specialists (in-house or third party), we focus on the things that will make a real difference to success, for example:

 

  • Translating vision into clear and tangible business outcomes
  • Defining the journey with clear line of sight to business outcomes and progress along the way so that confidence is built through demonstrable success
  • Facilitating structured and engaging communications to stakeholders, answering the key question, ‘What does this mean for me?'
  • Engaging unions and staff groups early to bring them on the journey in a constructive and supportive manner
  • Helping to shape a sound business case in a way that can be measured and quantified
  • Testing the true appetite and commitment to change - so that you do not continue to invest in change that is unlikely to be successful or sustainable
  • Keeping the momentum for change going, especially when the change impact is complex, large-scale and ongoing

 

 

Partnering your HR expertise and knowledge with strong change leadership and programme management disciplines can turn something fluffy into something properly defined, led and controlled, greatly increasing your likelihood of success.

 

“My experience of other organisations offering a similar service is they very often have a set solution they either want you to adopt or they're very keen to do the sexy strategic stuff but leave you with ‘how on earth are we going to implement this?'. I think the difference with you guys is that you have the ability to stay with it and wrestle with implementation and that's the difference."


HR Director, Financial Services