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WORDS BY CHRIS FRASER
RESEARCH BY YASSENA JELIAZKOVA
ILLUSTRATION BY NATALIE WONG

All change comes with a cost, but not all costs have value.

Beware the hidden expense that comes from poorly executed change including resistance, lack of alignment and low engagement. But do plan to take full advantage of the strategic internal communications available to your organization when you do it right. Employees that are actively contributing during times of change will bring full value. Recognizing and acting on this will increase your return on engagement and lower your cost of change.

ENDNOTES

Graphic Citations:  i Prosci. (2018). Managing Resistance to Change.  |  ii Towers Watson. (2013 – 2014). Change and Communication ROI: How the Fundamentals Have Evolved and the Best Adapt.  |  iii Meinert, Dori. (2018). How to Avoid Common Mistakes in Change Management. Society for Human Resource Management.  |  iv Towers Watson. (2013 – 2014). v McKinsey & Company. (2010). What successful transformations share.  |  vi Towers Watson. (2013 – 2014)

* Highly effective organizations are defined as those ranked in the top third when surveyed on a number of communication and change management indicators. Low-effective organizations are ranked in the bottom third based on the same indicators. See original report for more detail. 

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