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Will your HR-IT transformation be a success – or just another failed experiment?
According to the Harvard Business Review, 70% of all change initiatives fail. (Beer and Nohria, 2000)
HR transformations are more than just technical upgrades – they impact the entire organization and fundamentally change the way people work. Without structured change management, even the best HR-IT projects fail due to resistance, uncertainty, and lack of acceptance.
Have your employees truly understood why the transformation is necessary?
How do you ensure that new processes and systems are not just implemented but actually adopted?
Are you relying on change to happen on its own – or are you actively steering it?
Failing to address these questions leads to delayed implementations, inefficient system usage, and high frustration among employees. We are here to make sure that doesn’t happen.
Our Change Management approach for
your HR-IT transformation
With our change management approach, we create clarity and provide guidance: Together with you, we develop a well-founded change strategy that engages employees, reduces resistance, and fosters acceptance. Our structured approach ensures that HR-(IT) transformations are not only technically successful but also sustainably embedded within your organization.
Because only when change management is consistently managed can you truly reap the benefits of transformation: higher acceptance, more efficient processes, reduced resistance, and the confidence that your investments have paid off.
1. AWARENESS
Creating Urgency & Understanding Readiness for Change
We assess the current state, analyze change readiness, and align it with the goals of your HR(-IT) transformation. By identifying driving and inhibiting forces, we detect resistance early and evaluate how the change impacts different stakeholders. This lays the foundation for targeted interventions and fosters a shared understanding of the transformation.
2. SHAPING
Designing the Change Structure & Empowering Employees
We develop a solid change architecture, define decision-making processes, responsibilities, and interfaces, and establish the foundation for an agile roadmap. The change strategy and vision serve as guiding principles. Through targeted, consistent, and inspiring storylines, we build employee trust, make the benefits of the transformation tangible, and empower them to actively embrace their role in the change.
3. REALIZATION
Driving Implementation & Making Success Visible
Change becomes reality. New ways of working are integrated, and leaders act as role models who consistently embody the vision. This phase is emotionally challenging—uncertainties and resistance must be actively addressed. Through interactive training, continuous communication, and recognition of quick wins, we create security, strengthen employee confidence, and ensure the sustainable anchoring of the transformation.
4. SUSTAIN & EVOLVE
Embedding & Evolving Change for the Long Term
Change is an ongoing process. Through continuous change monitoring, we track progress, minimize risks, and enable targeted improvements. Transparency and ongoing feedback foster engagement and reinforce the new way of working. Leaders receive focused training, and structures are continuously strengthened. The key is to avoid falling back into old habits and instead cultivate a culture that sustains transformation over the long term.
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