There are many elements which are important to achieving success during and following a change and transformation programme. Here we focus on two important aspects from our 'Sustained Change Matrix':

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Management commitment, change management and communication

‍Clarity and consistency are critical to ensure long-term sustained change. There is always a risk that today's big thing can become tomorrow's 'corporate fish and chip paper!' If your management team don't truly commit to the change, managers may undermine it and the mobile workforce and others decide not to support it.

Lack of management commitment to transformation is probably the number one reason why we see mobile workforce programmes fail. This commitment needs to be demonstrated through:

• Management support for unblocking any issues that arise during design, development and delivery
• Active sponsorship of the project or programme including any project or programme steering board
• Visible involvement in communications activities such as videos, presentations, internal newsletters and management updates

Ideally, management should be able to articulate both why the project is important but also be able to concisely and consistently sell its benefits (ideally through a compelling vision or elevator pitch). It is also important that they say it again and again and evidence and celebrate results!

‍Employee ownership and empowerment

It's important to involve employees (from the soonest possible opportunity), including those on the front line.

Make sure user experience is reflected in the design of process and the system solution itself. Consider mapping the target employee experience when using your proposed solution.

Employee ownership can't be driven from a change programme onto an organisation. Rather look to encourage commitment at all levels; this is ultimately much more effective than compliance, and we find achieves far better results.

‍If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe what you believe, they’ll work for you with blood and sweat and tears” Simon Sinek

In our next change management blog we'll consider the other two crucial topics - getting the structure right and proving that it works - again and again!

What next?

We've got loads of experience in helping clients to transform their business and deliver lasting change. Why not get in contact with us to discuss how we can help.