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key performance indicators for change management

Measure the success of your change management through these key performance indicators for change management.

Key Performance Indicators for Change Management

1. Track the activities according to plan

First, track how the activities are proceeding through the change management plan. For example:

  • How many activities have been completed and how many activities on plan are yet pending? 
  • Do the activities need to be rescheduled or do new activities need to be added to the change management plan?

2. Track the people involved and their commitment

Track the people affected by the change and how they are responding. 

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  • Are they cooperating and supporting the change or resisting it? 
  • Are they actively involved in planning or implementation? 
  • Who is supporting them and who is resisting them? 

This is stakeholder analysis.

3. Track the outcomes of the change management plan

Track improvements in efficiency, effectiveness, quality, cost, and customer satisfaction. Compare performance data before and after change management implementation. This helps you determine whether or not your change management plan has been effective.

4. Analyze the change management plan and identify areas where improvement is necessary.

For example: 

  • Were the goals, objectives, and expected results stated clearly and measurable? 
  • Was there enough time for planning and training? 
  • How was the response from people affected by the change? 
  • What changes are necessary to make the change management plan more effective? 

5. Track any problems.

Perhaps some problems or issues have arisen during the implementation of the change management plan. To identify and analyze these problems to determine whether or not they will affect the change management plan. If they do, develop a plan for resolving the problems.

6. Track how people are affected by the change. 

For example: 

  • What personal and professional growth can be expected? 
  • How will it affect job satisfaction, productivity, and morale? 
  • How will it affect employee perceptions of their jobs and the organization?

7. Review communication.

Communication is essential for effective change management. Track how well you are communicating with people affected by the change. 

For example: 

  • Are you using the appropriate communication methods? 
  • Are you meeting with them regularly? 
  • How about, are you responding to their concerns and questions? 
  • Are you updating them periodically on progress? 
  • Are you tracking their level of understanding about the change management plan?

8. Review the change management plan for any necessary updates.

Perhaps there are changes necessary to make the change management plan more effective. So to identify the changes, determine if they are warranted. If so, develop a plan for making them.

Why Continuous Monitoring is Necessary

As leaders, you need to ensure that the change management plan is being carefully monitored. Without continuous monitoring, the plan may not be effective. Which also means that it may not achieve your change management goals. 

In addition, without continuous monitoring of your change management plan, you may not be aware of any problems that arise during the implementation of the plan. Therefore, you cannot take corrective action to ensure that your change management goals are a success.

Continuous monitoring also helps you identify areas where improvement is necessary to make your change management plan more effective. Thus, the development of a better and more effective change management plan requires a review and analysis of the existing one.

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