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Change management
Undertaking an HR transformation journey will impact how people within your organisation do their work. Their role, responsibilities, people processes, workflows will change.
Every organisation’s transformation will be different, strongly influenced by culture, the nature of the business and at what point they are on their journey. We work with you to design and deploy a change management strategy tailored specifically for your organisation's culture, people and processes.
How we support you:​
Change
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Establish the case for change detailing what is changing, why the change is required, the benefits and expected results of the change.
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Define your stakeholder management plan detailing who your key stakeholders are, their influence on the programme and how they will be engaged.
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Design your change management approach detailing the process, tools and techniques to manage the people side of change focusing on how to help employees embrace, adopt and utilise the change in their day-to-day work.
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Design, mobilise and manage the change network, creating a business-led transformation to develop awareness, understanding and commitment to the programme addressing concerns related to change risks and people impacts.
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Assess the change impact variations from the current to future state across technology, policy, process, cultural and organisational and the interventions required to successfully implement the change.
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Design and manage the process for measurement of business readiness, monitoring the change management effectiveness and managing adjustments to the engagement, communication and training plans.
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Design and deliver post go-live change interventions, working with you to measure success, identify adoption barriers, plan and deliver reinforcement communications and deliver targeted training delivery to close capability gaps.
Communications
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Define the programmes visual identity, including tone of voice, colour pallette, illustrations, animations and photography, and create templates for presentations, guides and communications.
Define the communication strategy providing a structured framework for communications and engagement designed to build organisational alignment, readiness and ensure your stakeholders are appropriately informed and willing to adopt the new ways of working with the least possible disruption to business operations.
Create and execute a change and communications plan ensuring key messages are communicated in a controlled fashion, to the right audiences, at the right time, in the right manner.
Develop communication material to be used at each stage of the engagement journey to communicate to the defined groups in line with the communication plan.
Training
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Assess existing training solutions, resources, capabilities, training delivery channels, systems and tools.
Define the training strategy detailing objectives, content development, delivery approach and resources to ensure that all audiences have the required competencies to be ready for the change.
Provide an assessment of the Workday adoption tools on the market and support the contracting process and set up of the chosen tool if a third-party tool is selected.
Perform a training needs analysis to identify the training and development needs by role.
Create a training plan detailing the schedule, audiences, duration for each session, size of the audience, delivery method, location of each session and proposed facilitators.
Provide Workday learning sessions, info bursts and system demonstrations in advance of global and local design sessions and tests cycles.
Develop learning content in conjunction with your global process owners and Workday functional SME’s.
Deliver training in line with the defined training plan to end users.
Design and deliver post go-live training programmes, to educate new, upskill experienced and to close identified capability gaps.
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