Change in an organization is inevitable. Unfortunately, however, most organizational change efforts take longer and are more costly than leaders and managers initially anticipate. In fact, McKinsey and Company revealed that 70% of all company transformations fail.
According to the article “1 Reason Why Most Change Management Efforts Fail”, during these transition periods, “change battle fatigue” can set in amongst employees. Even when companies make great strides forward, fatigue can derail even the most valiant efforts for change. This can have a detrimental effect towards a company’s overall culture.
Luckily, companies can avoid “change battle fatigue” in two ways: Identifying and celebrating early successes and creating cultural experiences that support the vision and keep the change train on track. How can you execute on this? Planning should include: setting top priorities for the first twelve to twenty-four months, assigning accountability and responsibility for new projects, putting an internal communications strategy in place, and more.