According to a recent Forrester Blog, 70% of change initiatives fail. A RIM program may introduce significant changes to the operations of the business. RIM programs are generally far reaching and will affect all departments and most employees in some way. Typical changes include an introduction of new or updates to policy, procedures, and technologies.
To implement and sustain a significant change, there will be required support and involvement of the employees of the organization. It is imperative that change management is taken into account throughout the RIM program.
Some items to consider:
• Develop an assessment that includes change readiness, risk and cultural elements.
• Determine how the change will impact your people, process and tools.
• Establish the governance to create the vision and strategy of the change.
• Create communication, training, mitigation and action plans.
• Identify and engage early adopters to support workforce acceptance of the change.
• Involve employees as early as possible.
• Customize compliance procedures to measure adoption of the change.
• Create a recognition strategy that includes incentives.
• Celebrate early wins to build momentum and excitement around the program.
It is absolutely essential for leadership to communicate purpose, value, urgency, and the critical need for employees to support the RIM Program. The message “This change matters and is needed now” must be clear, and repeated until the project is brought to fruition and beyond.
By managing the change, you can avoid an alienated, non-supportive staff, working through a failing program that misses the mark on expected results. Introduce organizational change management practices; engage your team and instantiate a sustainable RIM program into your organization.
