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Let’s face it: change is inevitable. Whether it’s a new technology rollout, a shift in business strategy, or a company-wide restructuring, organisations are constantly evolving. However, 70% of change initiatives fail.
Why? While businesses invest heavily in processes and technology, they often overlook the most critical element: people.
Change Management isn’t just a buzzword; it’s the difference between a smooth transformation and a very costly failure. As someone who works closely with organisations navigating these transitions, I have seen first-hand how the human element can make or break a project.
What is Change Management?
Change Management is a structured approach to guiding people through transitions, ensuring adoption, minimising resistance, and embedding new ways of working for long-term success. It’s not just about processes and technology; change management is really about people. And people can be unpredictable.
Think about it: how many times have you seen a brilliant idea fall flat because employees didn’t embrace it? Or a multimillion-dollar project fails because no one thought to address the human side of the equation? Change Management is about taking control of that narrative and ensuring people are not just along for the ride but actively driving the change.
Why It Matters
A well-executed change strategy can:
- Boost employee engagement and adoption: When people understand the “why” behind the change, they’re more likely to embrace it.
- Reduce resistance and productivity loss: Proactive communication and support minimise disruptions.
- Improve project ROI and long-term sustainability: Successful adoption ensures the investment delivers value.
- Foster agility and adaptability: Organisations that manage change are better equipped to handle future challenges.
What happens when change is ignored? Low adoption, missed deadlines, frustration, and ultimately, project failure. A company investing millions in new technology can see those efforts wasted if employees don’t embrace the change. And let’s be honest – no one wants to be the person who has to explain that to the board!
The Growing Demand for Change Professionals
From my experience working with clients across Ireland, the demand for Change Management professionals has skyrocketed. Organisations increasingly recognise that technology alone isn’t enough; they need people who can bridge the gap between technical solutions and human adoption.
Take one of my clients, a leading financial services firm. They recently embarked on a large-scale digital transformation. Initially, they focused solely on the technical implementation of a new CRM system. However, without a dedicated Change Manager, employee adoption lagged. After bringing in a Change Management expert, they saw a dramatic shift in engagement, with adoption rates increasing by a whopping 40% within three months.
Similarly, a multinational manufacturing company rolled out a new ERP system without a structured change plan. Employees resisted the shift, productivity dipped, and adoption rates stalled. Leadership eventually invested in a dedicated change team, but the delay cost the business valuable time and resources. These examples highlight a key lesson:
Change Management must be proactive, not reactive.
More about Jane…
Jane Olden is a Senior Associate in the Projects, Transformation & Change division of Barden’s talent advisory and recruitment firm. Since joining Barden in September 2021, she has been instrumental in expanding Barden’s presence within the Projects & Change community in Ireland, working collaboratively with her team to deliver tailored guidance that address the evolving needs of clients and the technology talent community.
Connect with Jane on LinkedIn or at jane.olden@barden.ie.