Top 3 Commonly Made Mistakes in Change Management
blog/top-3-commonly-made-mistakes-in-change-management
2024-10-11
Did you know that 70% of change management initiatives fail to reach their goals?
Despite the time and resources companies pour into implementing new strategies, technologies, and structures, most efforts fall short.
The issue isn't a lack of good ideas—it's often poor execution in managing the human side of change.
What is the “Human Side of Change”?
Graphic from Change Management , Red Pill Labs Methodology
The human side of change refers to how individuals within an organization react, adapt, and engage with new initiatives or transitions.
It recognizes that people, not just processes or systems, are at the heart of successful change management.
While in theory, projects will implement successfully, the human-aspect of projects can greatly impact the outcome.
Remember, if no one uses a new system correctly—or at all—your company could end up worse off than it was before the changes.
And three of the most common mistakes made in change management happens to be related to the human side of change.
What Are the 3 Most Common Mistakes in Change Management?
1. Neglecting Employee Buy-In
One of the most significant mistakes organizations make is failing to involve employees early in the process. Change is unsettling, and people naturally resist it when they don’t feel included.
According to a study by McKinsey, projects with high employee engagement are 1.7 times more likely to succeed than those with low engagement .
Why it Happens:
Leaders often assume that once they've made a decision, employees will automatically follow. They roll out new plans from the top without taking the time to get feedback or communicate the "why" behind the change.
How to Fix It:
Leaders should engage employees from the start by communicating openly and frequently. Listening sessions, surveys, and workshops are great ways to get employees involved. When people understand how the change benefits them—and have a chance to voice concerns—they are far more likely to support it.
2. Underestimating the Impact on Company Culture
Another mistake is not considering how change will affect the organization's culture. Many initiatives are launched without fully understanding the cultural shifts they require, which can lead to employee dissatisfaction and lower productivity.
Culture, as Peter Drucker famously said, "eats strategy for breakfast." If the change doesn’t align with the company's core values, it’s bound to fail.
Why it Happens:
Organizations focus on the technical aspects of the change—like new processes or systems—and forget about the people who must adapt to them. They overlook how a new initiative may clash with long-standing habits, traditions, or attitudes within the company.
How to Fix It:
To align change with company culture, ensure that your strategy reflects and respects the core values of your team. For instance, if a company prides itself on transparency, managers should be extra clear in their communications about how the change will unfold. Offering training and continuous support also helps people adjust without feeling overwhelmed.
3. Inadequate Change Leadership
Finally, weak leadership during a change initiative can doom the effort. Leaders who fail to champion the change, offer clear direction, or model the behavior they want to see create confusion and foster resistance.
According to Prosci’s 2021 Best Practices in Change Management report, poor sponsorship from leadership is the leading contributor to project failure .
Why it Happens:
Sometimes leaders don’t fully understand the change themselves or aren't convinced of its importance. If they aren’t visibly supporting the initiative, employees will pick up on that ambivalence and follow suit.
How to Fix It:
Effective leadership means being both a communicator and a motivator. Leaders need to articulate a clear vision for what the change will achieve and what steps are necessary to get there.
Regular check-ins, transparency about setbacks, and a commitment to the long-term goals of the change are key ways to build trust.
Key Takeaways
Engage employees early by communicating the "why" behind the change and gathering feedback.
Align the change with company culture to ensure a smoother transition and employee buy-in.
Provide consistent support and training to help employees adapt comfortably.
Make leadership visible and committed to the change by regularly communicating progress and modeling expected behaviors.
Keep communication open and transparent, addressing concerns and setbacks honestly.
