MANAGING CHANGE IN TALENT MANAGEMENT

By Natanya Rutstein

 

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The integration of change management tools and processes is a key success factor in the design and implementation of your talent management initiatives. Whether it’s a new performance management system, the launch of your revised Employee Value Proposition (EVP), a succession pool programme or employee experience initiatives, a change management strategy is essential to assist your employees in embracing and adapting to the change with minimal disruption to the day-to-day operations of the business.

The Association for Change Management Professionals (ACMP) defines change management as “the practice of applying a structured approach to transition an organization from a current state to a future state to achieve expected benefits.”  When implementing talent management initiatives three essential elements to consider in your change management strategy are:

  1. ENGAGEMENT
  • Determine who will be affected by the changes and ensure their involvement in the process to secure buy-in and support. Failure to do this can manifest in resistance and disengagement which may hamper the implementation and its successful adoption by all.
  • Get their views on how they feel the changes will affect them personally.
  • Show them that you have taken their feedback into account in the design and implementation of the initiative.
  1. COMMUNICATION
  • Make sure that you have a well-thought out communication plan in place which provides a timeous, clear and consistent message.
  • All timelines, responsibilities and requisite training must be openly and clearly communicated.
  • It is essential that employees understand the rationale for the change, its benefits as well as how it will affect them personally.
  • Provide regular updates on the progress of the change.
  • Offer appropriate channels of communication for employee’s to give pre- and post-implementation feedback.
  1. SUPPORT
  • Make sure that your change management plan includes all necessary support structures and the correct allocation of required resources.
  • Plan and make provision for the necessary training in order to upskill employees where required.
  • Consider appointing change agents to promote the changes, model the behaviour and to act as a channel of communication for employee feedback.

If you’re a talent management professional and your change management skills are lacking, don’t delay! Update your knowledge and skills and contribute towards the successful implementation of the talent management strategy in your organisation.

 

Natanya Rutstein
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