NeoChange- Emphasis on People and process
As in the early days of outsourcing and in some projects today, “Lift and Shift” is the norm. Clients are unsure on the boundaries of the engagement and vendors eager to show savings. Processes are expected to change but no one gives thought to what should change, how it should change and exactly when new processes should begin and former ones should end.
Further more no importance was given to the "people side" of change. Too often, outsourcers perceive change management as a technical process, rather than a human one. This makes sense, since change management is described as the study of "approaches" or "processes" an organization follows when moving from its current state to a desired state. We have heard the buzzwords used to describe this type of organizational change: organizational reorganization, corporate restructuring, process re-engineering, resource reallocation, etc. However, for any of these change processes to work, the impact they will have on people cannot be overlooked or discounted. If this is ignored, the change initiative will likely fail.
Now that the HRO industry has matured, is there an effective way to structure change management?
Employee resistance to change is the single greatest barrier to the success of change initiatives. Engagements that successfully manage employee resistance are rewarded by better morale, higher savings and lower unwanted turnover.
Even in the best circumstances, change management can be a mammoth -- and sometimes less than productive - undertaking for a large-scale project, unless you are very specific about the outcomes you expect.
We're proud that we've grounded NeoChange our change management service in some of the best thought-leadership in the world, and equally excited about the proprietary approach we've taken to tailor our service to fit our implementation model and best practices.
Using our baseline as the starting point, we work with you to configure the service to fit your organization's specific needs. We give you a place to start, helping you prioritize what's most important so that you have fewer transition surprises.
It's not just a new look in HRO change management. It's a proven approach that will lead your organization and empower your employees to navigate the challenges of change -- and find the new opportunities that lie ahead.