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Avoid The Commitment Dip
During any change initiative, there is usually a point when the project team’s focus and commitment fall off. Project leaders must take the time to get things back on track — before it’s too late. Here are seven ways to keep your teams committed to change.
Companies large and small spend millions of dollars each year in order to make change initiatives a success. And yet the results are frequently dismal — changes fail to achieve their objectives, and leaders are left wondering what went wrong. Managers blame change-phobic employees, and employees say leaders didn’t manage the change effectively. If you’re responsible for driving change, you find all the finger pointing frustrating and, frankly, unhelpful. If only you could pinpoint where the failure originates, perhaps you could head it off at the pass.
Here’s some good news. The real source of the problem is not getting employees’ support for the change effort — it’s keeping their support and commitment at high levels.
Most managers know they have to clarify the purpose of the change, develop a transition plan, and get employees committed to the change effort right up front. And many of them appear to do a pretty good job at first. But in the first month after the big kickoff, a trend among both top performing and less successful companies reveals itself: employee …
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