7 Top Contributors To Change Success

What are the top 7 contributors to successful change management?

According to Prosci’s 2023 study on the Top Contributors to change success in our post-pandemic world, there has been a shift from the regular top seven contributors over the past two decades. While these top 7 remain, there are emerging contributors who are becoming more critical in organisations. 

1. Active and visible executive sponsorship
2. Structured change management approach
3. Frequent and open communication
4. Dedicated change management resources
5. Engagement with and support people managers
6. Integration and engagement with project management
7. Employee engagement and participation

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1. Active and visible executive sponsorship

This factor has been the number one contributing factor for successful change management since 1988. Research has shown that employees are more responsive to change when reflected right from the executive level. The level of activeness and visible participation of executives in an organisation in the change process determines a considerable part of its success. This active and visible sponsorship involves executives leading and motivating others to participate in the change, making significant and necessary decisions, and putting employees into communication. It also consists of being accessible to all teams involved in the process and constantly communicating with them. This makes everyone in the process feel included and willing to participate more. 

2. Structured change management approach

The more intentional and straightforward the change management process is, the easier it is to follow through and stay on track. A structured approach to change management helps create time and resources for necessary activities and decisions while making space to learn and adjust during the process. This approach can involve creating a checklist or a road map to track the process. Having a structured process makes it easier for change success to occur.

3. Frequent and open communication

Like in every teamwork, communication within the different hierarchies of the team is important for the success of the change implementation. Employees have demonstrated that frequent and open communication from their supervisors, whether direct or on the executive level, helps facilitate the process of successful change management. The communication must be transparent, go through the preferred sender, and be consistent. Of course, the messages to be passed across should be relevant to the employees involved, especially to let them know why the change is happening, what it means for them and how they can contribute to it. 

4. Dedicated change management resources

Apart from time, resources are another major priority in the process of change management. Planning is one thing, but it is practically impossible to follow through without the resources to implement these plans. Organisations’ change management process needs resources, personnel and funding specifically dedicated to them. This specificity makes it easier to define strictly what goes where and use it accordingly, especially when it is enough. 

5. Engagement with and support for people managers

People managers, or direct supervisors, are the ones in the most direct contact with employees who are directly involved in the change process. Engaging with these managers and providing support for them makes it easier for them to get to the employees addressing their fears and changes. This contributing factor involves providing resources and support to help these managers navigate and guide employees through the change, involving the managers through the change process, communicating their roles, having one-to-one meetings, and focusing on building awareness and understanding of the change and its effects. 

6. Integration and engagement with project management

Project management as a field is an integral part of an organisation, and the change management process is not exempted from this. Infusing change management with project management has proven to be an effective strategy that contributes to the success of the process. As these fields work hand-in-hand, it is important to have project management teams aligned with the process, working with them, providing necessary training and assigning specific responsibilities to them. Combining effective project management methods, tools, and resources with change management resources is a sure way to increase the chances of change success.

7. Employee engagement and participation

The employees, in this case, are the front-line employees. The entire change revolves greatly around them, as their participation is important. They need to understand why this change is important and how it, in turn, affects them. Employees having an idea of what is in it for them and getting the appropriate level of change for the change process makes the outcome of change successful organisations. The more willing employees are to participate and collaborate with the executives, the more likely it is to succeed.

What are the emergent contributors to change success post-COVID-19?

These are the new contributors that are slowly beginning to have an effect on change management across organisations in different industries.

• Flexibility and & Agility
• Digital & Technology
• Collaboration & Connection
• Success measurement
• Portfolio & Saturation
• Wellness & Mental Health
• Hybrid Workplace

What is the key to successful change?

The most important thing when it comes to achieving maximum success in change management in an organisation is the active and visible participation of executives in the process. Employees mostly act based on the guidance of their leaders. If executives are more involved in the change management process, employees are more likely to see and understand the motive behind the decision and act accordingly.

The best way to make progress in change management as an organisation is to put effort into the most important things; this list shows you what to prioritise the most. However, it is not exhaustive, as other factors require attention. However, when resources and time are limited, these contributors can be a guide on how to maximise them. 

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