Unlocking Success: How the Right People Drive Business Transformation Outcomes

Leaders often struggle with the challenge of driving change while managing risks. When businesses undergo transformation, it can lead to problems like employee resistance and lowered productivity. I’ve experienced this firsthand at Tiger Recruitment. Initially, not everyone can see the long-term benefits of change, even when the CEO and senior leaders do.

Many people fear change. A recent PwC survey revealed that over half of workers feel overwhelmed by too much change, while a significant number prefer things to stay the same. This wariness is understandable. The pandemic forced sudden shifts in how we work, AI looms over job roles, and economic uncertainty hangs on job security. CEOs are eager to transform their companies to stay competitive, but employees are caught in a tricky spot between current challenges and an unpredictable future.

To ease this fear, it’s essential to highlight the potential benefits of business transformation. This might include new job opportunities in different locations, skills development for career advancement, or even financial gains from increased profitability. Remember, everyone reacts to change differently. Some may need more communication and reassurance, while others will want to feel included in discussions. Understanding the best way to communicate during change is crucial for keeping teams engaged.

Involving employees from the start requires significant energy and resources. While embracing change is now common, assembling the right team to guide the transformation is crucial. Research from McKinsey shows that transformations involving at least 7% of employees yield better results for shareholders compared to smaller teams. Surprisingly, many organizations usually engage only around 2%. Thus, considering a larger group can be beneficial.

Create a diverse team of change champions. Include both risk-takers and those who challenge ideas. Colleagues who ask tough questions, like “How will this work?” or “Will we lose people?” are invaluable during a transformation. Accept that mistakes will happen along the way. For instance, I once had to pause a project in a new market, but that pause ultimately led to profitability. Leaders who ignore red flags can face severe consequences, losing key employees and winding up in a worse situation.

Effective communication is vital during transformation. Employees expect transparency, but not every detail can be shared. It’s key to strike a balance between sharing enough information and maintaining confidentiality. Certain decisions may need to be communicated to shareholders first. Providing just enough insight can invite valuable feedback and foster a sense of ownership among employees, making them feel involved rather than sidelined.

While business transformation can be daunting, it doesn’t have to be. By building a dedicated team, valuing feedback, and communicating clearly, organizations can navigate change successfully.