6 ways to manage change effectively in your business

Managing change in the workplace doesn’t have to be tricky, with a good plan and clear communication you can have lasting positive results.  

Change is inevitable in any business and navigating logistics with culture is essential for it to be delivered well. The healthcare industry continues to change, with new technologies, regulatory changes and research that constitutes a change in treatment approach. Businesses need to adapt and evolve to operate at a higher level, while continuing to run smoothly. 

Managers and leaders must understand their role in making sure change is implemented successfully. Research shows that change initiatives fail about 70% of the time due to poor management.

Develop a vision and strategy

The visibility of a clear roadmap helps staff understand how their roles contribute to the change.  Research has found that strategic clarity improves decision-making and reduces uncertainty during transitions.

Build a champions-of-change working group

Change often triggers uncertainty and resistance, so having a dedicated group who support new ideas and initiatives is crucial. They inspire others to embrace change by creating awareness and excitement. Leading with an inclusive approach will build a sense of ownership and give space for staff to feel like their voices are being heard. 

Communicate effectively

Frequent clear communication builds trust and is essential for successful change. When staff understand what’s happening and why it’s necessary, the fear of the unknown can create resistance. This involves more than just announcing changes – it requires actively engaging with team members throughout the process.

Empower and support your staff

For any change to succeed, staff need to feel equipped to adapt. Training programs and accessible resources help close knowledge and skill gaps, enable staff to confidently embrace new processes or technologies. Investing in staff development not only improves technical skills, it also increases psychological readiness for change. When staff feel confident, they are less likely to resist change. 

Create a sense of urgency

Change starts with recognising the need for it. Highlighting the impacts of inaction, such as inefficiencies or wastage, can motivate employees to get on board with change. Linking the benefits of change to an individual’s workload helps motivate movement in the right direction.

Reinforce and sustain the change

Even well-executed changes can slow down if not reinforced over time. Embedding new practices into daily operations helps. This involves ongoing follow-ups to check progress, celebrating milestones to support motivation and ensuring accountability at all levels. Celebrating early successes serves as a reminder of progress and supports staff morale. Recognition signals that the change effort is valued.

Disclaimer

The information contained in this article is intended to be of a general nature only. It has been prepared without taking into account any person’s objectives, financial situation or needs. Before acting on this information, HICAPS recommends that you consider whether it is appropriate for your circumstances.