With increasing competition, businesses must constantly change their operations and work culture to stay ahead. While organizational change has become commonplace, most companies struggle to drive effective change.
Understanding the different types of organizational change and how to manage them can be the key to maintaining a competitive edge. Change is inevitable, whether due to market conditions, technological advancements, or internal restructuring.
70% of change programs fail to achieve their goals, largely due to employee resistance and lack of management support. According to Deloitte, if an organization scores high on Organizational Culture overall, it is 4.5X more likely to have superior performance on all combined business outcomes. Additionally, organizations that implement open-source change strategies are 14X more likely to achieve change success.
In this blog, we will explore various types of organizational change and provide practical strategies to manage them effectively. By implementing these strategies, businesses can ensure smoother transitions and better outcomes.
What is Organizational Change?
Organizational change refers to the steps an organization takes to alter major components of its day-to-day functioning, such as its culture, infrastructure, internal processes, or technologies.
A change in leadership or organizational structure, introduction and adoption of new technology, or change in the business model could all be reasons for organizational change. Organizational change management helps a company move from its current operations to a new vision for the future.
Companies must leverage the latest trends in change management to streamline the process and stay ahead. This involves adopting strategies that align with the company’s goals and values, such as implementing effective change management strategies and understanding the impact of different types of organizational change.
Why Is Organizational Change Management Crucial?
Organizational change management is crucial for several reasons. At its core, it ensures that changes are implemented smoothly and effectively, minimizing disruptions to operations and maintaining productivity. Here are a few benefits of Organizational Change Management:
- Improves Employee Adaptation: When change is managed properly, employees are more likely to adapt quickly and efficiently. This reduces resistance and enhances the overall acceptance of organizational change initiatives. Effective change management structure and change management types are essential for this process.
- Increases Success Rates of Change Initiatives: Studies have shown that organizations with effective organizational change management processes are significantly more likely to achieve their desired outcomes. Boston Consulting Group (BCG) highlights that transformation leaders—companies that manage change effectively—see up to 66% greater realized value and lower transformation costs than less successful companies.
- Reduces Costs and Risks: Poorly managed changes can lead to increased costs and risks, including loss of productivity, decreased employee morale, and customer dissatisfaction. Effective organizational change management helps mitigate these risks by ensuring a transparent, structured approach, often leveraging various models of organizational change.
- Enhances Organizational Agility: In today’s competitive environment, agility is critical. Organizations that manage change well are better positioned to respond to market dynamics and structural change in organizations, giving them a competitive edge. This includes understanding the different types of organizational change that might be necessary.
- Supports Continuous Improvement: Change management isn’t just about handling one-time projects; it’s about fostering a culture of continuous improvement. This ongoing focus helps organizations remain innovative and forward-thinking by implementing organizational change and development initiatives and adopting new corporate change management best practices.
Organizations that focus on organizational change implementation and change within an organization can better prepare their teams for transitions. This preparation involves not only training but also clear communication about the benefits and impacts of the change.
Furthermore, adopting organizational change models and corporate change management initiatives can drive significant improvements in efficiency and productivity. These changes often require a thorough understanding of various models of organizational change and the ability to implement organizational change management strategies that align with the company’s goals.
According to Prosci, companies that effectively manage change are 7X more likely to meet or exceed their objectives. Additionally, organizations that focus on organizational change management practices can see a return on investment (ROI) up to 143% higher than those that do not.
Effective organizational change management and managing organizational change are essential for navigating changes. These processes provide a roadmap for managing transitions, ensuring that all change aspects are addressed systematically. Additionally, understanding the different organizational change types is crucial, from structural shifts to changes in technology or business processes.
Strategic change often leads to significant adjustments in the structural change in the organization, influencing overall performance and competitive edge.
What Are the Types of Organizational Change Initiatives?
Organizational change can take many forms, each addressing different aspects of a business. Here, we will explore five types of organizational change initiatives:
- Strategic Change
- Structural Change
- Technological or Process-Oriented Change
- People-Oriented Change
- Transformational Change
1. Strategic Change
Strategic change refers to a shift in the organization’s overall direction to achieve long-term goals and address new threats or opportunities in the market. This type of change affects the organization’s strategy and various other components, such as the organizational structure change, management style, or overall ideology. It often involves redefining the company’s mission, vision, and values and realigning resources and capabilities.
Types of organizational change, such as strategic change, are crucial for adapting to market dynamics and technological advancements. Implementing strategic change requires a clear understanding of the organizational change definition and the process of organizational change. For example, Toyota implemented a strategic change to become a leaner organization, enabling decentralized decision-making and proactive strategies.
Organizations must develop effective organizational change strategies to successfully implement strategic change and ensure that all stakeholders are aligned with the new direction. This involves setting specific goals, developing action plans, and coordinating efforts through a well-defined change management structure.
Strategic change often leads to significant adjustments in the structural change in the organization, influencing overall performance and competitive edge. Understanding the different types of organizational change and employing appropriate change management types are essential for the success of such initiatives.
Effective strategic change helps organizations stay competitive by leveraging new opportunities and mitigating threats. It requires thorough planning, clear communication, and ongoing support to smooth the transition. Companies can enhance their adaptability by adopting strategic change and driving long-term success.
2. Structural Change
Structural change refers to a change in organizational hierarchy, chain of command, management systems, job structure, or administrative procedures. This type of change is often driven by mergers, acquisitions, or the need to improve operational efficiency. For example, if Company A merges with Company B, numerous changes are necessary, such as realigning job functions, implementing new policies, eliminating duplicate departments, and reassigning or relieving employees.
Types of organizational change, such as structural change, are essential for adapting to new strategic directions and improving efficiency. Structural change involves significant modifications in the organizational structure, which can impact employee roles and responsibilities, management processes, and overall organizational dynamics.
Implementing structural change requires a clear understanding of the process of organizational change and developing a detailed plan to address potential challenges. This includes assessing the current structure, identifying areas for improvement, and designing a new structure that aligns with the organization’s strategic goals.
An effective change management structure is crucial for managing structural change. This involves setting clear goals, communicating changes to employees, and providing necessary training and support. Organizational change strategies must be developed to ensure the transition is smooth and the new structure is effectively integrated into the organization.
Organizational change types, like structural change, can significantly impact employee productivity and morale. Engaging employees in the process and addressing their concerns is essential. Change management types should include strategies for managing resistance and ensuring employees understand the benefits of the change.
Examples of structural change also include relocating offices to accommodate new staff, save costs, or move closer to customers. Such changes require effective change management and organizational change strategies to ensure successful implementation.
Understanding the definition of organizational change and employing appropriate strategies and change management types are critical for the success of structural change initiatives. Organizations can enhance efficiency, adapt to new strategic directions, and improve overall performance by effectively managing structural changes.
3. Technological or Process-Oriented Change
Technological or process-oriented change involves implementing new technologies or improving existing processes to enhance efficiency, productivity, and competitiveness. This type of change is essential for organizations to keep pace with technological advancements and market demands. It relates to how an organization runs its operations, assembles its products, or delivers its services.
Organizational change, such as technological or process-oriented change, can include the adoption of new software systems, automation of manual processes, or the integration of innovative technologies into business operations. For instance, implementing a new enterprise resource planning (ERP) system can streamline operations and improve data accuracy across the organization.
Digital transformation and innovation rapidly change the business landscape, increasing the need for technology-oriented change. Organizations may re-engineer processes to optimize workflow and increase productivity. For example, enterprises might use digital adoption platforms (DAPs) like Apty to speed up the adoption of new technologies or improve their business processes.
To successfully implement technological or process-oriented change, organizations must develop effective organizational change strategies and ensure that all stakeholders are aligned with the new direction. This involves setting specific goals, developing action plans, and coordinating efforts through a well-defined change management structure. Additionally, understanding the process of organizational change and the various types of organizational change is crucial.
Implementing technological or process-oriented change often requires significant investment in new tools and employee training. To help, a DAP like Apty provides software training in the form of in-app guidance with walkthroughs, tooltips, and data validation, helping employees accommodate the new technology or process effectively.
Effective organizational change management and change management structure are crucial for managing technological or process-oriented change. This involves setting clear goals, communicating changes to employees, and providing necessary training and support. Organizational change strategies must be developed to ensure a smooth transition and that the new technologies or processes are effectively integrated into the organization.
Organizational change types like technological or process-oriented change can significantly impact employee morale and productivity. Engaging employees in the process and addressing their concerns is essential. Change management types should include strategies for managing resistance and ensuring employees understand the benefits of the change.
Technological or process-oriented change is vital for organizations to remain competitive and efficient. By understanding the definition of organizational change and employing effective organizational change strategies and change management types, companies can successfully implement technological changes that enhance performance and support strategic goals.
4. People-Oriented Change
People-oriented change focuses on the individuals within the organization, aiming to change behaviors, skills, attitudes, or roles. This change is essential for improving employee engagement, developing leadership capabilities, and enhancing organizational culture.
Organizational change, such as people-oriented change, is crucial when organizations need to address issues related to workforce development, team dynamics, or cultural transformation.
Employees are the main propagators of change and are involved in every step of the process. However, people-oriented processes refer to changes in employees’ skills or performance or the hiring process. This requires transparency, communication, and effective leadership. It may involve changing how problems are solved in the workplace, training employees to acquire new skills or knowledge, or bringing new hires to the organization.
To successfully implement people-oriented change, organizations must develop effective organizational change strategies and ensure that all stakeholders are aligned with the new direction. This involves setting specific goals, developing action plans, and coordinating efforts through a well-defined change management structure. Additionally, understanding the process of organizational change and the various types of organizational change is crucial.
The change managers must effectively communicate the benefits of the change to the employees to get them on board with the process. If they fail to do so, employees will resist the change. Effective organizational change management and change management structure are crucial for managing people-oriented change. This involves setting clear goals, communicating changes to employees, and providing necessary training and support. Organizational change strategies must be developed to ensure a smooth transition and that the new behaviors, skills, or attitudes are effectively integrated into the organization.
This change also occurs when a company undergoes mass hiring or layoffs, forcing the organization to change its culture and operations. Organizational change types like people-oriented change can significantly impact employee morale and productivity. Engaging employees in the process and addressing their concerns is essential. Change management types should include strategies for managing resistance to change and ensuring employees understand the benefits of the change.
If the company is laying off employees, it must ensure they have enough time to rehabilitate and move out without any financial or emotional turbulence. Examples of people-oriented change can include implementing new performance management systems, introducing flexible working arrangements, or developing employee wellness programs. Understanding the definition and employing appropriate organizational change strategies and change management types are critical for the success of such initiatives.
5. Transformational Change
Transformational change involves a fundamental shift in how an organization operates, often requiring a complete overhaul of its strategy, structure, processes, and culture. This type of change is driven by the need to respond to significant external pressures or opportunities, such as technological advancements, market shifts, or regulatory changes. Organizational change, such as transformational change, is crucial for organizations seeking long-term growth and sustainability
Digital transformation has taken over the world and changed every aspect of our lives. The business world has changed drastically by introducing new and innovative technology, processes, and frameworks. Transformational change combines all the above changes implemented to alter an organization’s fundamental elements, including culture, values, and operations.
Transformational change requires a clear organizational change definition and a thorough understanding of the reasons for organizational change. It often involves significant modifications in the organizational structure change, processes, and culture, which can impact all levels of the organization. Examples of organizational change include adopting new business models, entering new markets, or implementing enterprise-wide technology platforms.
Organizations must develop comprehensive organizational change strategies to successfully implement transformational change and ensure that all stakeholders are aligned with the new vision. This involves setting ambitious goals, developing detailed action plans, and coordinating efforts through a robust change management structure. Understanding the process of organizational change and the various types of organizational change is essential.
An organization planning to implement such a change will need all the help it can get, whether from new technologies, higher-skilled employees, better management, or leadership. Transformational change completely reshapes your business strategy and processes. This type of organizational change can significantly impact the organization’s performance and competitive position
A Digital Adoption Platform (DAP) like Apty helps organizations carry out transformational change initiatives by speeding up the adoption of new technology and processes. Enterprises can quickly onboard employees to their tech stack and help them master it in a matter of days. A DAP provides employees 24/7 guidance and support with its in-app help deck.
Effective change management types are crucial for managing transformational change. This includes strategies for managing resistance, ensuring clear communication, and providing employees with the necessary training and support. Engaging employees in the process and addressing their concerns is essential for the change initiative’s success. Managing organizational change effectively involves leveraging examples of organizational change from other successful transformations to guide their efforts.
The Role of Digital Adoption Platforms (DAPs) in Organizational Change Management
Digital Adoption Platforms (DAPs) have become essential tools in managing organizational change effectively. As organizations undergo various types of changes, including transformational change, structural change, and technological or process-oriented change, DAPs provide the necessary support to ensure smooth transitions and successful outcomes.
Digital transformation has taken over the world and changed every aspect of our lives. The business world has changed drastically by introducing new and innovative technology, processes, and frameworks. DAPs help organizations implement these changes by providing in-app guidance, walkthroughs, and tooltips that enable employees to learn and adapt quickly. This is crucial for managing organizational change and ensuring employees are comfortable with the new systems.
Benefits of DAPs in Organizational Change Management:
- Enhanced User Experience: DAPs simplify the user experience with real-time guidance and support directly within digital tools, eliminating confusion, reducing learning curves, and increasing user confidence, thereby accelerating adoption. Apty offers real-time guidance and support with digital tools, simplifying the user experience and boosting user confidence.
- On-demand Training and Support: DAPs offer self-paced training modules and contextual support resources that employees can access whenever needed, empowering them to learn at their own pace and reinforcing their understanding of the change. Apty provides self-paced training modules and contextual support, enabling employees to learn at their own pace and strengthening their knowledge of the change.
- Personalized Learning Paths: DAPs provide customized learning paths based on individual roles and responsibilities, ensuring employees receive relevant training and support, thus increasing engagement and adoption of the change. Apty designs personalized learning paths based on roles and responsibilities, ensuring employees receive relevant training and support to enhance engagement and adoption.
- Performance Tracking and Analytics: DAPs deliver valuable insights into user behavior, allowing organizations to track engagement, identify bottlenecks, and make data-driven decisions to refine the change management plan and optimize training efforts. Apty offers insights into user behavior, helping organizations track engagement, spot bottlenecks, and make data-driven decisions to improve change management strategies and training efforts.
A Digital Adoption Platform is integral to successful organizational change management. They provide the necessary tools to support changes and ensure employees adapt quickly and efficiently. Companies can leverage Apty’s digital adoption platofrm to enhance performance, achieve ROI, and improve employee productivity. It also ensures that technology adoption and software adoption are streamlined, leading to better operational efficiency and business process compliance. Through value realization, Apty helps organizations maximize the benefits of digital transformation initiatives.
