Change Management

People-centred change management. We’re human after all.

Often called the soft side of change, managing the people impact of a transformation is frequently the most challenging and critical component.

Any change program must be considered from a people perspective. The latest technology and enhanced processes are of little value if nobody uses them, so getting your people on board is essential for a successful and sustainable transformation.

This doesn’t remove the need for rigorous project, program or portfolio management rather the change management strategy is embedded with a scrupulous people-first approach. Real success follows when all these factors are collectively and strategically planned from the outset.

Monitor provides:

A consistent, robust and fit-for-purpose Change Management approach supported by tailored communications. This approach supports and integrates with your culture to:

Create, maintain and share a consistent Transformational story
Support and inform employees (and wider stakeholder groups) while going through a period of uncertainty
Evaluate change impacts and change readiness while producing and delivering appropriate change and communications plans
Provide key stakeholders with assurance that change is effectively managed
Provide customers with a seamless transition to new end state

We do this by:

A consistent, robust and fit-for-purpose Change Management approach supported by tailored communications. This approach supports and integrates with your culture to:

Anticipate and address the potential impacts and risks of resistance to change
Enable the people and teams affected by the change to perform in their new roles or environment
Produce all the necessary communication material in support of the change activities

“New technology and enhanced processes are of no benefit, if no one is using them.”

Featured Case Study

A leading provider of services to Government sought to improve its compliance with Privacy Laws in line with new legislation. With no existing processes in place to manage privacy issues, and a culture that lacked awareness, there was a requirement for improvement across the three pillars of people, process and systems.