Operational Focus: Change Management

How do you get your team to embrace a new system, procedure, or tool?

As the new year approaches, you may find yourself evaluating your business systems and realizing changes are needed. But even the most beneficial changes can face resistance if the team isn't on board.

If you want to make enemies, try to change something - Woodrow Wilson

While change is inevitable, it's not always easy - especially in business operations. Studies show that 70% of digital transformation efforts fail due to factors like lack of buy-in, unclear communication, and resistance to abandoning old tools. When you involve your team early and communicate the value of change effectively, you can turn potential failure into lasting success.

A successful change management strategy starts with intention and clarity. Here's a roadmap for gaining buy-in from your team:

1. Define the Why: Clearly articulate why the change is necessary. What goals will it help achieve? What pain point(s) will it address? Create a vision of what's possible with the new process or tool.
2. Gather team input: Involve your team in the decision-making process. Their insights can reveal potential obstacles and help you shape the implementation plan.
3. Make it fit: Show how the new tool integrates with existing systems or replaces outdated processes. Clarity on this avoids confusion and ensures adoption.
4. Break it down: Map out the new process step by step. Build workflows, communicate the plan, and roll out training materials and sessions.Short, intentional communications are key. A good communication strategy will look something like this:Don't forget to be clear on rollout dates.
   • Email 1: Explain the "why" behind the change
   • Email 2: Share clear expectations and the impact of the transition
   • Email 3: Provide resources like training videos or schedule training sessions
   • Email 4: Launch with a kickoff presentation

Pro Tip: Establish conventions for the new tool. For example:

• Naming Standards: How files, projects, or tasks should be named for consistency
• Usage Guidelines: When to use the tool, who owns updates, and any collaborative rules
• Adjustment Process: Define how and when users can suggest or make changes to the workflow

Intentionality and communication can turn change into opportunity.

Update:

I've been working on a new comprehensive offboarding guide for business owners: What to Do When Your Employee Turns in Notice. This guide is designed to make transitions smoother and stress-free. It includes actionable tools like an offboarding checklist, a transition plan worksheet, asset return forms, system access logs, and team communication email templates. The goal is to help you navigate employee departures with clarity and confidence while maintaining team morale.

Interested in my other guides? Check out my digital product store here.

About WandaWorks

Wanda Alberts is a former paralegal and executive assistant who brings meticulous attention to detail and strategic vision to her role as a fractional business operations specialist. She is passionate about giving business owners back their time and setting teams up for success by streamlining workflows, creating documented systems and procedures, and enhancing communications. Learn more here, or contact Wanda today.