70% of change programs fail, make sure yours isn’t one of them
Change is inevitable in business, yet the odds of a successful transformation are daunting, many companies are constantly embarking on change programs. Research consistently shows that about 70% of change programs fail. These initiatives—whether they involve restructuring, digital transformation, or cultural shifts—often fall short of their goals, leaving organisations frustrated and employees disengaged.
But failure isn’t inevitable. With the right approach, you can ensure your change program is among the successful 30%. Here’s how.
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Start with a Clear Vision for your change programs
The foundation of any successful change program is a clear and compelling vision. Before diving into action, leaders must articulate a vision that aligns with the company’s strategic goals and resonates with employees at all levels. This vision should answer the critical question: “Why is this change necessary?”
When employees understand the purpose behind the change, they are more likely to buy in and commit to the process. This vision becomes the guiding star for all subsequent actions, helping to maintain focus and direction even when challenges arise.
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Engage and Empower Your People
One of the most common reasons change programs fail is a lack of employee engagement. Employees are the lifeblood of any organisation, and their support is crucial to the success of any change initiative.
To engage your workforce, involve them early and often. Solicit their input, listen to their concerns, and provide clear, consistent communication throughout the process. When employees feel heard and valued, they are more likely to embrace change rather than resist it.
Empower your teams by giving them the tools, resources, and autonomy they need to adapt to the new ways of working. Training programs, open forums, and continuous feedback loops can help employees feel confident and capable in navigating the change.
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Lead with Resilience and Adaptability
Leadership plays a critical role in the success or failure of change programs. Leaders must demonstrate resilience and adaptability, showing that they are committed to the change and capable of steering the organisation through uncertainty.
This means being visible and accessible, addressing challenges head-on, and being willing to adjust the approach as necessary. Change rarely goes exactly as planned, so leaders must be flexible and responsive, ready to pivot when obstacles arise.
Moreover, leaders should model the behaviors and attitudes they want to see in their teams. If leaders are optimistic, transparent, and supportive, employees are more likely to mirror those qualities.
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Measure Progress and Celebrate Wins
A successful change program requires ongoing assessment and celebration of progress. Regularly measuring key performance indicators (KPIs) helps ensure the change is on track and identifies areas that may need adjustment. This data-driven approach enables leaders to make informed decisions and maintain momentum.
Equally important is celebrating wins—both big and small. Recognising and rewarding progress keeps morale high and reinforces the value of the change initiative. It also helps to create a positive culture around change, making future transformations more manageable.
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Build a Sustainable Change Culture
To ensure long-term success, it’s crucial to embed change into the organisation’s culture. This means creating an environment where continuous improvement is the norm, and employees are encouraged to innovate and adapt.
Leaders should focus on developing a culture of agility, where change is seen not as a disruptive force but as an opportunity for growth and improvement. This involves ongoing training, open communication channels, and a commitment to learning and development.
By making change a part of your organisational DNA, you can reduce resistance, increase adaptability, and position your company to thrive in a constantly evolving business landscape.
Our Thoughts
While the statistic that 70% of change programs fail is sobering, it doesn’t have to be your reality. By starting with a clear vision, engaging and empowering your people, leading with resilience, measuring progress, and building a sustainable change culture, you can significantly increase the chances of your change program’s success.
Remember, successful change is not just about the destination—it’s about navigating the journey with purpose, agility, and a commitment to continuous improvement.
James Cumming is our MD and leads our Interim Transformation practice. If you’ve got a hard-to-fill role and need some help, get in touch. Connect with him on LinkedIn here.
If you would like to find out more about re:find and how we can support you and your business, then please get in touch.
