CASE STUDY
How BBVA implemented a large-scale digitalization and training plan
November 26, 2024
Table of contents
Change management is essential for companies that want to adapt to new working realities and transform their processes efficiently. This process involves carefully implementing strategies and practices to bring about change, while ensuring minimal resistance and maximum buy-in from employees. In this article, we’ll explore what change management is, examine its importance, and consider how to implement it successfully.
Change management is a set of processes and strategies designed to prepare and guide an organization through the transition to new ways of working, structures, or systems. This mechanism is essential to ensure that changes are accepted and can be sustained over time.
The main objective of change management is to minimize negative impacts and maximize the adherence of all those involved in the process. The changes in question could range from technological and operational changes, all the way through to cultural and leadership changes. Ultimately, change management aims to maintain stability and productivity throughout the transitional period.
Although they are interconnected, organizational change management and project management have different aims and approaches within an organization.
Project management is geared towards meeting deadlines, deliverables, or budgets, ensuring that each phase of the project is completed according to a fixed schedule. It tends to focus on the tasks and technical resources required to implement a specific project, whether the introduction of new technology, a system upgrade, or the creation of a new product. The process concentrates on what needs to be done and how it will be achieved, prioritizing the efficient execution of the project.
Organizational change management, on the other hand, focuses on the human side of transition. Its goal is to ensure that employees are properly prepared and committed to adopting the desired changes. Change management deals with the impact of the transformation on employee behavior and mindset, seeking to reduce resistance and encourage adaptation to new practices and processes. In other words, its goal is to engage people and urge them to accept what is being changed.
Both processes are complementary, and in order for any change to be successful, it’s essential that project management and organizational change management are carried out simultaneously. As a project moves forward through its tasks and deadlines, change management ensures that everyone in the organization is ready to adopt and accept the changes over the long term. In this way, a company can bring about a comprehensive transformation, defined both by an efficient process and the full adhesion and commitment of employees.
Implementing effective change management can bring numerous benefits to a company, facilitating a higher level of adaptation and promoting a culture of innovation. Below, we take a closer look at the factors that make this process so important.
Change management allows organizations to adequately prepare for transformations, avoiding any surprises and promoting a smooth, gradual adaptation. This preparation reduces employee resistance and ensures a more effective transition.
By implementing a change management plan, companies can minimize risks and improve the efficiency of their processes. This prevents unexpected interruptions to the transition that could affect the organization’s performance.
Good change management involves and engages employees from the very beginning, increasing their trust in and commitment to the company. Taking this step helps to keep morale high, even during potentially difficult periods of adaptation.
There are several models that can be used to guide the change management process in companies. Each offers a unique approach to address the various challenges of transition.
The ADKAR Model works according to five stages: awareness, desire, knowledge, skill, and reinforcement. It seeks to develop consciousness of these steps in employees to ensure the successful implementation of change.
| Focus of the model | Advantages | Limitations |
|---|---|---|
| Individual change | A clear framework for participation | Less suitable for big changes |
This model proposes three distinct phases for managing change: thawing, displacement, and refreezing. It’s a simple approach that helps organizations to prepare and establish new practices.
| Focus of the model | Advantages | Limitations |
|---|---|---|
| Simple organizational change | Easy to apply | A basic model with less detail |
Kotter’s model involves eight steps that govern and guide the process of change: Sense of urgency, vision, communication, short-term results, consolidation. It’s one of the most popular models for organizational change in the business world.
| Focus of the model | Advantages | Limitations |
|---|---|---|
| Organizational change broken down into stages | A detailed and effective structure | A long process requiring more resources |
There are a number of tools available that can help you to implement change effectively, as well as analyze its impact, track progress, and improve communication throughout.
These tools help to identify the impacts of change in different areas of a company, allowing it to thoroughly prepare and take preventive measures.
Project management software helps leaders to monitor activities and meet deadlines, ensuring that each step of the change plan is carried out correctly.
Communication is key to successful change management. Internal communication tools ensure that information is disseminated clearly and helps to improve interaction between teams.
isEazy LMS is a learning management system (LMS) that allows you to manage and distribute training content in an efficient, organized way. The platform makes it easy to provide essential training for successful change implementation in the workplace, ensuring that all employees have quick access to the materials they need. In addition, isEazy LMS offers a range of tools to track progress and analyze student performance, helping your company to monitor adherence and training impact in real-time.
Collecting feedback allows organizations to better understand employees’ perceptions of the change process. Tools like SurveyMonkey can help you to organize and analyze this feedback in a more structured way .
Implementing change management tools can speed up the process of change and improve employee engagement throughout.
Communication tools help to keep everyone involved aligned with the objectives and phases of the change process, making them easier to coordinate.
With tracking tools, companies can assess the progress of change and identify opportunities for improvement along the way.
By automating and streamlining tasks, companies can reduce the time needed to implement change, ensuring a smoother process.
Implementing change management tools helps employees to adapt more readily to new practices and processes, increasing the rate of change adoption and improving staff satisfaction. With easy access to quality training and clear information, employees feel more secure and engaged, contributing to a more successful and sustainable transition in the long run.
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The change management process is a structured approach that helps companies to implement change in an effective, clearly defined fashion. By following an organized process, organizations get the chance to clearly identify areas of impact, develop communication strategies, prepare their employees and track results. Below, we explore each step of this process, which is designed to ensure that changes are well received by employees, minimizing potential resistance and maximizing stakeholder participation.
Step 1: Identify the necessary change and consider its scope
The process begins by identifying the nature and impact of the desired change. Be sure to consider which areas of the company will be affected for an accurate analysis.
Step 2: Define a clear strategy for change
Develop a strategy with well-defined goals and timelines, specifying exactly how change will be implemented and sustained.
Step 3: Communicate change clearly
Communication is key. Inform employees about the reasons for change in a transparent way, and be clear about the new objectives.
Step 4: Implement the change with the right support
Provide any necessary support and resources, helping your team get ready to adopt new practices and processes.
Step 5: Monitor progress and adjust your strategy
Closely monitor progress and adjust your strategy according to feedback. Pay attention to any challenges encountered during the process.
Step 6: Gather feedback and analyze the results for future improvements
Feedback is key to assessing the impact of change and improving future transitional periods. Analyzing it correctly will help you to develop a culture of continuous learning.
Organizational change can take place across several fronts and involve a number of different departments. Below, we list some of the most common examples.
Digital transformation is one of the most common changes undertaken by a company, requiring adaptation to new technologies and automated processes.
Changes designed to reduce costs and optimize resources require careful analysis and planning in order to avoid negative impacts on productivity.
Restructuring is a delicate process and demands transparent communication to maintain active employee engagement.
Companies are increasingly adopting sustainable policies, and change management is vital to helping teams to adapt to these new practices.
In order to ensure that change management yields lasting results and embraces all employees, it’s important to adopt a set of specific strategic practices. These practices help to build a sound organizational environment that supports the transitional period and improves the experience for the entire workforce.
A clear, robust governance structure is essential to manage and monitor each step in the change process. Defining roles and responsibilities, and assigning a specific team to oversee change management helps to ensure that the transitional period is coordinated and strategic. This allows confident decisions to be made more quickly based on clear data and objectives.
Communication is key to successful change management. Properly informing employees about the purpose, progress and benefits of any change helps build trust and commitment. In order to achieve this, it’s recommended to use multiple communication channels and provide regular updates, ensuring that everyone understands what is happening within the company and how they will be affected.
Empowering and supporting employees during the change process is crucial to overall success. Holding training sessions and workshops, providing explanatory materials, and offering additional resources are all practices that will help your team feel more prepared to play their part in the transition. Continuous support is yet another key differentiator that can boost confidence and reduce resistance.
Employee feedback is a valuable tool for modifying your strategy as the process unfolds. Create spaces where you can listen to the suggestions and concerns of each team, as this will allow the company to make dynamic adjustments to improve the effectiveness of change. This practice also helps to promote a sense of participation and appreciation among employees.
Recognizing and celebrating each milestone of the transitional period fosters motivation and strengthens employee commitment to the process of change. Celebrating both small and big wins, whether with public thanks, rewards or even internal events, is a great way to demonstrate the value of employees’ efforts and consolidate the progress made.
Adopting these practices is vital for any company that wants to implement change in a lasting and effective way, ensuring that their teams are engaged and ready to face new challenges.
Try isEazy LMS and find out how you can transform change management in your organization. Request a free demo, and empower your employees to get involved at every stage of change.
Change management is a set of strategies and practices designed to help guide an organization towards new ways of working, technologies or structures, through a designated period of change. During this process, it’s vital to minimize employee resistance and maximize adherence, thereby promoting a smoother and more productive transition.
There are several recognized models for change management, such as the ADKAR Model, which focuses in depth on the individual steps of change, and the Kotter Model, which dictates an eight-step sequence for large-scale organizational change. Choosing the right model depends on the goals and complexity of the change in question.
isEazy LMS makes it easy to provide training during the transitional process, ensuring that all employees have access to the materials they need to successfully adopt the change. In addition, the platform comes with tools to monitor user progress and performance in real-time, helping companies to evaluate the effectiveness of training and better promote employee adherence.
Strategies include: clearly communicating the purpose and advantages of any change; engaging employees early on; and offering ongoing support through training and resources. These practices increase confidence and help employees feel better prepared to adopt the new practices.
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