People & Change E-book Final 2 - Flipbook - Page 21
Business Trends / / The pain of change
continuous or frequent changes can lead to
negative consequences that impact productivity,
engagement, well-being, and success of change
initiatives. It is important for organizations to
recognize the possible consequences of change
fatigue and implement proactive strategies to
address and manage it. Gartner recommends
allocating 15% (minimum) of overall system
implementation budgets to change
management while many companies allocate
30% of their budget.
When cutting Change Management funding,
many business leaders believe that internal
company resources can address change
management and communications needs of
initiatives. Despite best efforts, often internal
efforts fall short for the following reasons
• Capacity constraints: Effective change
management and communications planning
requires focus and dedication. Unfortunately,
these activities are additive to the resources’
regular job responsibilities.
• Focused strengths: A wholistic approach is
required for effective change management.
Many internal resources have deep strengths
in a focused area versus wholistic change
management experience.
• Accelerated timelines: Business initiatives
are occurring at a higher volume and a faster
pace. Internal resources often support