Change Engagements can last, on average, four months to two years. One thing is certain, it is far better to start strong and secure stakeholder engagement early.
When it comes to organizational change management, successful adoption of new business structures, technological systems, corporate practices and procedures is critical to any change program's mission.
It is important to have people early on that are active and enthusiastic about the new change.
Why? Gaining stakeholder engagement early leads more people to adopting organizational change faster. Establishing a stakeholder engagement framework that works effectively to enable better authentic and genuine stakeholder engagement is a core factor in change management success.
To engage key stakeholders early in the change process, it is important to keep in mind the following points.
- Ensure a clear and customized stakeholder engagement early in the change process is rich with planned and informed communications to introduce stakeholders to policies, projects, programs, services and goals.
- Ensure stakeholders are aware in the initial days of a change initiative of the enterprise commitment to change measures and the organization's appreciation of stakeholder support and participation.
- Effective stakeholder engagement enables better planned and more informed change initiatives. Early in the process, make sure stakeholders are encouraged to contribute as experts in their field or areas of specialty to policy and and program development, encouraging stakeholders to share their experiences, issues, concerns and ideas.
- Stakeholder management is one form of stakeholder engagement. Though enterprise stakeholders will differ in their interest, longevity and relevance in relation to various organizational change initiatives, it is vital stakeholder engagement aligns with the organization's commitment to change, with a focus on encouraging collaboration, knowledge sharing and transparency throughout the enterprise.
More likely than not at some point in the change management journey, people will need to change for the project to be a success.
All the people involved with the proposed change - stakeholders - must be on board and committed for this project to be a success.
When employees see that the leaders in their organization have taken the time to develop a change management plan that considers their wants and needs, they are bound to perform better and get more involved in the transition.