As creatures we tend to reject or avoid change, especially if it’s decided for us and we don’t feel in control. This is true across our personal and professional lives – we crave consistency and comfort.

But whether it’s a new recycling program in the office kitchen or a new software as part of your organization’s digital transformation, embracing change and striving for improvement is what propels success and evolution.

When you’re introducing and implementing change within your organization, there are three important things to consider. 

The first is communication. While the level of transparency that you’re willing to approach certainly varies from company to company, and more granularly from team to team, what’s important to remember is communicating two messages: ‘why’ and ‘what’s in it for me’. The why behind your change in process often takes the form of identifying a challenge that has faced your org, a well-known problem you’re looking to solve. What’s in it for me is important to communicate so that your colleagues feel connected to the upcoming change: “how will this impact my role, the expectations of me, etc.”

The second is community. Build a space for individuals to ask questions and provide feedback. After rolling out a change, try sending out survey to gather thoughts on how the roll-out went, asking users where is there an opportunity for improvement. Another option could be to send monthly email updates that inform people of improvements, changes, updates, etc. Consider setting up a slack channel where people can ask questions, or hosting office hours where teammates can drop-in to discuss the changes. 

And the third is confidence. Provide data, qualitative and quantitative, about how the change that you’re implementing is improving processes, decreasing time to value, eliminating pain points, etc. This will help you and your leaders track key milestones, while also aiding you in  getting buy-in as you continue to execute your roll-out. At Percolate, we encourage our customers to use methods that work best based on their organizational culture–this is not the time to implement a new system to announce the status of your new system. We’ve seen customers send monthly stories via email newsletters,  or provide incentives for individuals by highlighting teammates’ usage of our platform in consistent or creative ways – you know your users best, and what will get them excited. 

The most important thing to remember is that while people may be resistant and uncertain of impending changes, successful rollouts are within your power as the decision-maker. Clearly communicate the why, provide a space for sharing thoughts and learning, and instill confidence through accountability. Want more information about what leads to successful adoption management? Download our ebook here.