In my last post, I discussed how successful leaders can drive organizational change. But that’s only part of the equation; employees also need to be part of the calculation and actively involved if organizational change efforts are to succeed. Change is rarely easy, and the process can feel as daunting as learning a new language. That helps explain why we’re committed to becoming fluent in the Prosci ADKAR Model here at Vertex. This research-based, individual change model was developed by change management expert Jeff Hiatt; the acronym ADKAR stands for:
According to this model, the five milestones listed above should be achieved by individuals involved in the change effort if that effort is to succeed.
At Vertex, we’ve translated those five milestones into some basic yet highly useful questions, shown below. We encourage our leaders to ensure that employees have the information they need in order to respond to these questions individually, making the change less daunting and clarifying their role in implementing the change. Here are the questions:
- Do I know what this change is about, why it’s necessary, and how it will affect me?
- Do I support this change and agree to participate?
- Do I know what’s needed from me both during the change process and in the future state?
- Do I have the ability to demonstrate the change requested; do I have all the tools and skills I need?
- Do I know that my participation is useful and valued?
That final question helps employees, and their leaders, determine the extent to which they are contributing to the solution. When asked at check-in meetings, these simple questions can yield some profound insights to gauge the progress of specific change initiatives. It can also be valuable to ask employees these questions prior to the launch of a major change initiative. The answers are intended to provide a baseline assessment of change readiness that empowers both leaders and employees to identify and remove potential barriers.
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