How can you manage people risk in change management?

Change management is the process of planning, implementing, and evaluating changes in an organization. It can involve changes in strategy, structure, culture, technology, or processes. However, change management is not only about technical or operational aspects. It also involves people, who are the most important and often the most challenging factor in any change initiative. People risk is the potential for negative impacts on the performance, engagement, or well-being of the people affected by change. It can result from resistance, confusion, anxiety, fatigue, or loss of trust. How can you manage people risk in change management? Here are some tips to help you.

1 Assess the impact

Before you start any change project, you need to assess how it will affect the people involved. This means identifying who are the stakeholders, what are their needs and expectations, how will they benefit or lose from the change, and how ready and willing are they to change. You can use tools such as stakeholder analysis, impact assessment, or readiness assessment to gather this information. This will help you understand the level and nature of people risk and design appropriate strategies to address it.

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2 Communicate effectively

Communication is key to managing people risk in change management. You need to communicate the vision, purpose, and benefits of the change, as well as the process, timeline, and expectations. You also need to listen to the feedback, concerns, and suggestions of the people affected by the change, and address them openly and honestly. You need to communicate frequently, consistently, and through various channels, such as meetings, emails, newsletters, or intranet. You need to tailor your communication to different audiences, such as leaders, managers, employees, or customers.

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Marcela Azevedo

Senior Consultant at EY I Human Resources & Change Management I Employee Experience I HRBP SR I HCMBOK® I Behavioural Science Enthusiast
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A well-orchestrated communication strategy is indispensable for successful change initiatives, significantly boosting acceptance and minimizing resistance. Clear and compelling messaging, tailored to diverse audiences, ensures alignment and fosters buy-in, while addressing concerns and feedback openly enhances trust and facilitates a smoother transition. Consistent communication across various channels is crucial for maintaining transparency and ensuring a comprehensive understanding of the change process.

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Fábio Ueno

Founder Director at Kyokan Consultoria & Mentoria
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We use to say a good communication enhances trust. Actually, it is a feedback process, where communication effectively happens when trust exists. Trust needs to be there since the beginning, to allow communication to develop, and then, with a good communication going on, trust also increases. Creating spaces and channels of trust can be a key element in change management. But be careful to not start "adding changes to your change". The best way to do it is to find and improve spaces/channels that previously exist. Or start with simple solutions. In a more practical approach - it's not time to create a whole compliance hearing system. But, take advantage of one-on-one meetings and the quality they have.

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3 Involve and empower

Another way to manage people risk in change management is to involve and empower the people affected by the change. This means giving them a voice and a choice in the change process, and allowing them to participate in decision making, problem solving, or innovation. This can increase their sense of ownership, commitment, and accountability for the change. You can involve and empower people by creating cross-functional teams, conducting surveys or focus groups, organizing workshops or brainstorming sessions, or delegating tasks or responsibilities.

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Marcela Azevedo

Senior Consultant at EY I Human Resources & Change Management I Employee Experience I HRBP SR I HCMBOK® I Behavioural Science Enthusiast
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Involving and empowering individuals is crucial for mitigating risks in change management, fostering a sense of ownership, commitment, and responsibility. This can be achieved through cross-functional teams, surveys, workshops, and delegating responsibilities, strengthening organizational resilience and promoting a collaborative environment. In my experience at E-Talent and EY, I observed that this approach accelerates change acceptance, ensuring a smooth transition and lasting results.

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4 Support and coach

Change can be stressful and challenging for many people, especially if they have to learn new skills, adopt new behaviors, or cope with uncertainty or ambiguity. Therefore, you need to provide support and coaching to help them overcome the barriers and difficulties they may face. You need to offer them training, mentoring, feedback, or recognition to help them develop their capabilities and confidence. You also need to provide them with emotional, psychological, or social support, such as counseling, peer support, or recognition.

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5 Monitor and evaluate

Finally, you need to monitor and evaluate the progress and outcomes of the change project, and the impact on the people involved. You need to measure and track the indicators of people risk, such as engagement, satisfaction, turnover, productivity, or performance. You also need to collect and analyze the feedback and opinions of the people affected by the change, and identify the gaps, issues, or opportunities for improvement. You need to use the data and insights to adjust your strategies, actions, or communication, and to celebrate the successes and learn from the failures.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Change Management

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How can you manage people risk in change management?

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4

5

6

1 Assess the impact

2 Communicate effectively

3 Involve and empower

4 Support and coach

5 Monitor and evaluate

6 Here’s what else to consider

Change Management

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How can you manage people risk in change management?

1

2

3

4

5

6

1 Assess the impact

2 Communicate effectively

3 Involve and empower

4 Support and coach

5 Monitor and evaluate

6 Here’s what else to consider

Change Management

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