How To Evaluate (and Re-evaluate) a Change Management Plan

How To Evaluate (and Re-evaluate) a Change Management Plan

Learning how to evaluate a change management plan will be can benefit the organization in several ways.  Particularly, by ensuring that initiatives are starting within their budget, resources are being used appropriately, and that everything is being executed as intended.

Of course, there’s always a need for adjustments and some companies will want to know whether their change management plan is working.  See below for an in-depth guide on how to evaluate a change management plan.

1. Gather Leadership
A lot goes into an effective change management plan. Not only does one have to create a thorough plan at the beginning, but the leadership needs to be held accountable (and provide accountability to others) for the changes being implemented.

Leadership will be at the forefront of corporate alterations, therefore, they should also be the ones with the most intel on what’s working—as well as what needs adjustments.

That said, some leadership will have better insight if they’re in the trenches all day. They need to get clarification from someone that’s working with the employees on a day-to-day basis. That’s why we recommend leaning on managers more than executives during this change.

If there are alterations that need to be made to the plan, it is helpful to get their insight. How do they feel the employees respond? What recommendations do they have for changing the plan to see better results?

Managers are the leading resource for this process; they are the liaison in all of this and will communicate the executive level’s desired outcome to the staff and vice versa.

Communication is one of the primary factors in whether or not an organizational change management plan succeeds. For that reason, a company should rely on the primary source for communicating with its employees: its managers.

2. Reach Out to an Organizational Change Management Firm
To ensure that the plan works the way it’s intended to, the company should bring in a knowledgeable change management consulting firm rather than winging it and risking failure.

At Zolicity, we have experienced change management consultants.  When brought into the process early, we gain an understanding of your needs and create an effective change management plan to help get your organization and staff aligned to achieve the desired outcome. An effective change management plan from Zolicity will typically include:

Clear communication strategies
Support and commitment from leadership
Developing management with proper training and coaching needed for change
Ensuring that all employees understand the “why” behind the change management plan
Creating measurable timelines and objectives to accomplish established goals
Sometimes, all that’s needed is an outside perspective; and when that perspective is experienced and knowledgable, the organization is setting itself up in a better position for success.

3. Gain Knowledgeable Feedback
If a leadership feels that the implementation is having challenges and getting off track, why could that be the case? Was part of the plan overlooked? Were there gaps in the plan?

A valuable gauge to understand the effectiveness of a change management plan is to gain feedback from trusted staff members since they are directly affected and working through the new transition.

This is an opportunity to perform a SWOT analysis, of sorts. Leaders can put together a survey that allows their employees to assess the current strengths, weaknesses, opportunities, and threats to their plan.

Where do they feel improvements could be made? What aspects of the plan aren’t working as intended? Why aren’t they working?

Just as leaders can help them understand the “why” of a change management plan, the frontline workers can help leadership understand the “why” behind any setbacks they face.

4. Reevaluate at Checkpoints
To know where you are going and achieve goals, you must have checkpoints in place and metrics related thereto. This provides leadership plans to reevaluate and see how things are progressing.

How close is the company to accomplishing each goal outlined in the change management plan? Have any goals changed since the plan was first implemented?

It’s wise for leaders to implement SMART goals—specific, measurable, attainable, realistic, and time-based—to make them easier to reevaluate. With measurable goals, the executive staff can document the progression towards their end goal.

5. Adjust for Change
The irony is that every change management plan will have to endure changes of its own. As the old business proverb states, “The only thing that never changes is change itself.”

When something monumental occurs, it’s a good time to reevaluate the change management plan from a 300-foot view. Is leadership communicating the goals of the plan every day?

Is the staff properly equipped for the road ahead? What resources can leaders provide them to help them adjust to the hurdles that this plan is causing?

We can help companies understand what training and action need to occur to help employees with the adversity that comes with change.

Evaluate the Change Management Plan Today
Keep in mind, implementing large-scale changes is a complex process, but we hope this guide can be helpful for gaining an understanding of some of the moving parts and evaluation involved in change management consulting, and this may provide clarity upon reflecting on previous or current projects within your organization.

For more insight, read our article on the 9 fundamental steps in business process improvement. To connect with our team contact please reach out by email at and we will be happy to connect and learn about your challenges and how we can facilitate change initiatives in your business.

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