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Adopting a talent-centric approach to change management

It’s often said that the only constant in life is change. This rings true in the contemporary workplace, regardless of industry or location, now more than ever.

 As the modern business deals with constant fluctuations in a truly global marketplace, high rates of employee churn and many other factors that one simply cannot attempt to predict or quantify, it is the agile organisation that quickly and efficiently implements change that is finding sustained success.

 Research conducted by CEB Global shows quite clearly that, although modern organisations are implementing change on a frequent basis, most of the traditional top-down change initiatives being implemented are simply not working as they should be:

  • A typical organisation has undertaken 5 major firm-wide changes in the past three years
  • 50% of change initiatives fail and only 34% are a clear success

Implementing, or rather attempting to implement, change in an organisation can be extremely costly and time consuming, particularly for change that is larger in scope and scale. Consequently, failed change initiatives are highly undesirable and can result in demotivated employees and management, lost revenue and, in some cases, irreparable damage to an organisation’s internal culture. 

The talent-centric approach

Whereas traditional organisational change is left to HR in a management-led, top-down approach, many innovative organisations are now adopting a talent-centric, open source approach to change, which is led by and managed by the organisations’ staff instead.

This approach is considered open source in the sense that it not only allows the staff themselves to plan and implement the change, but to influence and improve on it in what is essentially a self-contained feedback loop within the organisation. In this way the staff, as leaders of the change, gain an intrinsic sense of responsibility for said change and will go the extra mile to ensure its effectiveness. Furthermore, CEB’s research shows that the talent-centric approach is proving to be far more effective and agile than traditional HR-led change:

  • The probability of change success with a talent-centric approach increases by up to 24%
  • Implementation time decreases by up to one third
  • Time spent on change decreases by up to 12 hours per week per employee

Managing change in your organisation

Although it is clear that, when implemented correctly, a talent-centric approach to change management is often more efficacious than the traditional top-down approaches, this strategy may not be suitable for all organisations.

If you are planning on introducing a change in your business, it is essential that you first assess your needs, resources and desired outcomes. But whichever route you choose, there is one essential element that cannot be ignored if you want your change to succeed: communication.

At Fresh, we are highly experienced in communicating and driving change management initiatives, to ensure that they are applied effectively and become embedded for the long term. We have seen change initiatives fail because communication dropped off during the process, leaving employees in the lurch.

Essentially we ensure the change is executed and endures, through the communication of goals, benefits, expectations, and milestones. We also ensure the change is effectively taken up by all involved by clearly communicating roles, responsibilities and required actions from the outset. In this way, we guarantee success and longevity to your change initiatives.

So if you need a partner to guide your organisation through the change, with tangible, measurable results, get in touch with us!