Could Kotter’s 8 step change model be the change agent for your new performance appraisal system?

CHANGE AGENT

So, you have been tasked with moving the organisation into the 21st century by sourcing an online performance appraisal solution – no pressure! Performance reviews are often emotive and so choosing the right software provider can be a challenging prospect. Choosing an online performance appraisal software should not be thought of as an ‘off the shelf’ purchase. For a successful transition it also requires training and culture change to ensure buy-in from all employees. With this in mind, it is important for HR Professionals to acknowledge and put into motion a strategic process to ensure the new system is rolled out successfully.

John Kotter, a leading guru around the topic of culture change, identified after nearly 40 years of research that more than 70% of all major culture transformation efforts fail. This is due in most part to organisations not adopting a consistent holistic approach to change and failing to engage their workforce effectively. Kotter’s 8 step change model can be used to introduce a new online appraisal software avoiding the common pitfalls organisations fall in to.

The Kotter’s 8 Step Change Model:

  1. Create a sense of urgency

Set clear goals and deadlines around initial usage of the system. For example, all members of staff must have 2-4 performance objectives recorded in the system by X date or 95% of managers need to be trained and using the system by Y date.

  1. Build a guiding coalition

For change to take place it requires the backing of various stakeholders. In smaller organisation, this may be line managers that can be ambassadors to change and share the common vision and message. In larger organisations, forming a steering group with responsibilities for different areas of the organisation will ensure adoption is consistent across the organisation.

  1. Form a strategic vision

Everyone needs to be clear about the organisational benefits of introducing an online performance appraisal system. For example, if one of your key values is about valuing people and allowing them to do their best. Therefore, we need to formalise our approach to Performance Management and Development to enable people to deliver their best every day’.

Click here to view the full Kotter’s change model infographic

You can also watch our recent webinar on ‘HR As A Change Agent’ here.