Using Kotter’s Change Model to deliver an Appraisal System

So, you have been tasked with moving the organisation into the 21st century by sourcing an online performance appraisal system – no pressure! Performance reviews are often emotive and so choosing the right software provider can be a challenging prospect. Choosing an online performance appraisal system 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. Kotter’s 8 Step Change Model can be used to help. Find out more about the Model by visiting MindTools or this recently published guide by Daniel Lock. CEO of Actus, Lucinda Carney has also used the Model to demonstrate how we can deliver Organisational Change successfully within an organisation. You can access the white paper on delivering change here: How to deliver Organisational Change.

Avoiding common pitfalls organisations fall in to

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 system, avoiding the common pitfalls organisations fall in to. Below are some examples of steps in the model and how they apply to introducing a new appraisal system.

Step 1. Create a sense of urgency

Set clear goals and deadlines around the initial usage of a new performance appraisal 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.

Step 2. Build a guiding coalition

For change to take place it requires the backing of various stakeholders. In smaller organisation, this may be the 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 the adoption of the new system is consistent across the organisation.

Step 3. Form a strategic vision

Everyone needs to be clear about the organisational benefits of introducing an online performance appraisal system so that they can become committed to using it on a regular basis and understand its importance.

For more information on how to successfully implement change within your organisation and adopt a new appraisal system successfully, take a look at Kotter’s Change Model in greater detail by viewing the infographic below or downloading our white paper on delivering Organisational Change.  To find out more about the Actus Appraisal System, get in touch below.

View Kotter’s Change Model Infographic

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