As a result of the COVID-19 pandemic, the world of work has undergone unprecedented levels of change. However, change is nothing new. Even before this crisis, organisations were pivoting products or services, introducing new digital tools, responding to disruptions and even transforming their workforce in response to the changing needs of customers and emerging technology.
Now, as we transition into a new era of work, effective change management is recognised as a critical component in steering an organisation and its staff through change towards a competitive advantage.
Is it any wonder then that change managers have been, and will remain, in high demand? So, if you need to recruit a change manager, here’s what you need to look for.
Before we examine the competencies that make a good change manager, let’s firstly review what change management involves. At its heart, change management is about people. It’s a structured approach that navigates an organisation’s people through changes designed to overcome challenges or improve performance to gain a competitive advantage. Change is a constant in today’s world of work, so it needs to be introduced in a way that ensures an organisation’s employees successfully transition and adapt.
Such change could take the form of new technology, revised processes, adjusted job descriptions or even a new organisational structure.
The job of a change manager therefore is to implement change in a way that effectively transitions an organisation’s employees to the new way of working. Naturally, this involves expert preparation and support.
A change manager role is critical to ensure an organisation’s response to change is appropriate, purposeful and meets impacted staff communication and engagement needs. Standard job responsibilities typically include:
If you’re looking to recruit an expert to manage change effectively in your organisation, your selection criteria should include the following:
In terms of training and certification, while Prosci and the ADKAR model remain the most widely recognised methodology in organisational change management, we have recently seen strong demand for change professionals with strong foundational knowledge in several methodologies. Employers value such candidates as they can apply their knowledge in a tailored approach that best suits an individual organisation’s needs.
Finally, when you recruit a change manager it’s advisable to look for someone who can prioritise. Research has shown that change fatigue is a huge challenge and too much change can become overwhelming and tiring.
As a result, it’s important for change managers to be able to step back and consider what must change now and what could be introduced later. In this way, change can be sustained. After all, if an organisation tries to do too many things simultaneously, the likelihood is that none of them will be truly successful.
If you would like to discuss your change management recruitment requirements, contact one of our recruiters. To find your next change management job, search here.
Nick Deligiannis, Managing Director, began working at Hays in 1993 and since then he has held a variety of consulting and management roles across the business. In 2004 he was appointed to the Hays Board of Directors. He was made Managing Director of Australia and New Zealand in 2012.
Prior to joining Hays, he had a background in human resource management and marketing, and has formal qualifications in Psychology.
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