Change management

Change always impacts employees, operational management and organisational performance. However, change is so often managed poorly and less successfully than it could be. Why? Lack of (perceived) communication and information most often impacts employee attitudes and perceptions.

By staying in continual dialogue with your employees you gather the right information on their drivers and any resulting resistance. In our experience, employees are very willing to embrace change when they are treated with respect, when they fully appreciate why it is necessary and when they feel their opinion is valuable and makes a difference.

With an employee survey based on the Kotter (change) premise, you know that the organisational change is managed in the optimal manner. You can fully facilitate management by providing information on the intangible aspects of a successful change management programme. Managers can act accurately on the points that need more emphasis or explanation and take away barriers to success or points of resistance.

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