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Before we start, why does the change or Why Change Can Fail fails, let’s know what the organizational change is? Here is the descriptive definition of the organizational change: What does the organizational change exactly look like?

The organizational change means the company wants to alter its policies and strategies and adopt new technologies and want to make changes in the infrastructure. Maybe there is a need to change the internal control system, and any other stuff. The company makes changes in a major factor for the growth of the organization.

Now, the question arises that why is there a need to change in an organization? There can be many reasons for it. Maybe there is a change in technology, competition, and all that stuff. So, let’s check out why Change Can Fail.    

Our minds are very resistant to change. Whenever there is something you have to change, our brains do not suddenly accept it, especially at the organizations or on a large scale.  

Suppose you want to make a change in your organization. You want to implement a new marketing strategy or a sales strategy or make changes in any department or policy. It won’t be accessible at all. 

According to research, 70% of change can fail.

Do people start questioning how it will happen? How can we change something when it is going smoothly? There is no need for change. But they do not think about why it is important to change something? They used to focus on how rather than why.

It would also be happed many times with you as well, isn’t it? If you even think so. And want to know why organizational change can fail. Then read this article will help you a lot.

Know more about change strategies by Burke-Litwin Change Model.

Here we will get to know what not to do

  1. Lack of communication
  2. Differing agendas
  3. Lack of leadership
  4. Lack of commitment
  5. Poor planning 
  6. Poor processes
  7. Lack of resources 
  8. Priority focus on system vs. people
  9. Conclusion
  10. FAQs

Change Can Fail by Lack of communication

Excellent communication makes things better. Lack of communication is one of the biggest reasons for organizational change can fail. Management fails to communicate with the employees for the change.

They used to tell me what is the changes are what the changes will look like, but they don’t forget to know about the reason that why the changes are needed and why it is so important to do.

Lack of communication leads to distrust among the workers and employees. Suppose the management is not able to communicate effectively to the employees or the workers. Sometimes they are not able to communicate the goals properly.

Why Change Can Fail - Knowing What You Should Never Do

Differing agendas

The management’s poor communication leads to disinterest in the change among the staff or the employees. The employees resist change because their ego comes in front of it due to poor communication.

Sometimes there is a problem of interest, which means if any department is not getting the benefit of the change, they resist it.

For example, there is a change in the organization for top-level employees. Therefore, the other employees are not getting any benefit or interest, which will lead to resistance to change.

Lack of leadership   

Leaders are the individuals who lead and give direction to their team or a group of members. Leadership plays a very crucial part of an organization. Leadership skills are the most important part of the organizational change, and along with this, it can also be the big reason for organizational failure.

If there is a lack of leadership skills in the organization, then it is a big failure. Sometimes the leaders are not able to give the proper guidance to their team.

Here also a lack of communication arrives. The leaders are sometimes not able to communicate the reason why the change is needed. And hence, they have to face organizational failure.

Why Change Can Fail - Knowing What You Should Never Do

Lack of commitment

If you want to make changes in the organization for this, you must be 100% committed. All employees are very dedicated and committed to their job and their organization. The commitment of employees to the organization shows satisfaction towards their job.

But whenever you ask for any changes, it is seen that there is a lack of commitment in the employees to their organization, as the management doesn’t communicate that way the change is needed. And therefore employees have no interest in it as they think that they will be affected by this change. Hence they don’t have an interest in it, and lack of commitment arises.

Poor planning 

Planning is a process of thinking beforehand, which means before doing any action, there must be proper planning for the same.

Whenever you are changing the direction or doing any change to your organization, it needs full proof planning and aforethought vision. Nothing can happen properly without any planning.

A quick decision for change can be a regretful decision for you. Because without proper planning, you can’t make any change, hence there is no adequate plan. And this poor planning can be a very big failure for the organization.

Poor process

After all the things you need to implement the desired change in the organization. The method of the implementation must be proper and in the right way. When the process of implementation of a change is well designed, then there is nothing that will fail.

The implementation of the change is the most important thing in the process. The right way of the process will ensure that there will not be resistance to change among the organization’s employees.

Why Change Can Fail - Knowing What You Should Never Do

Lack of resources

Lack of resources is one of the most important reasons for the failure of organizational changes. When you plan to make any change in your organization, you must adequately design everything.

Resources are the most important thing for making a change. Make sure that you want to change in your organization, and there must be enough resources for the new technologies and innovation you want to implement.

Sometimes the organization plans all the things well, and when they need to implement the change, the resources are not enough. And you should now all the new technologies and research before implementing it.

Why Change Can Fail - Knowing What You Should Never Do

Priority focus on system vs. people

The management and leaders focus on the change of system. Their primary focus and priority are to make changes to the system than people who are going to work on that.

This is the big reason why organizational changes fail. The management’s priority must be the people. They should train people first before bringing any new technology or system.

The priority must be the people, not the system, because if people know how to operate the system, then the change will automatically be successful. There will not be any failure faced by the organization.

Conclusion

As you read the article above, every organization has to make changes due to technologies and innovation purposes, and there may e any other reasons for the same.

But every change is not successful, and 70% of changes get fail, but the difference is also significant for the growth of the organization. You have seen all the reasons why organizational changes fail, and if these reasons are modified accordingly, then there won’t be any failure faced by the organization.

You have read the article, and now you know what to do and what not to do at the time of change.

FAQs 

What is organizational change theory?

Ans. There is Kurt Lewin’s change theory which has three stages explained as under:
Kurt Lewin’s change theory is developed in the 1940s, and this theory involves three steps, which are unfreezing, change, and refreeze.  
Stage one: unfreeze
In this change theory, the first stage is unfreezing. When you want to make changes, then there is every individual resistance to change. You have to realize why the changes are needed. Every employee and individual must recognize the changes are for them and organizational growth.
Stage two: change
After every person realizes that the change is necessary and needed, then it’s time to implement it.
Stage three: refreeze
Now when the changes are done. After implementing all the new policies and technologies, its time to refreeze it and hold on. It is the final stage when you implement all the latest strategies and apply this until the new changes require. 

What is organizational change and development?

Ans. The organizational change refers to the necessary changes that have to do in the organization due to innovation, change in technology, and change in the interest of the customers.
Organizational development refers to the overall increased productivity and growth of the organization. It affects both the individuals as well as the organization.
You should do organizational development only when the necessary changes are done, and it helps the business grow.

Why is organizational change important?

Ans. Change is the most important thing, and it is also necessary because the changes help people improve themselves. In organizations, the employees learn new skills and improve and polish their skills. It is important for the growth of the organization. To bring new technologies and innovation to the business. 

How to communicate organizational change?

Ans. Here are some tips for clear communication during change:
Make the goal clear and discuss the plan with every person.
The communication must be clear and why the change is to be needed must be explained.
Discuss the change with every employee of the organization, and make them involved in the process. So, no one will feel excluded, and they will feel good and hence support it.
Don’t forget to take feedback to get to know what the employees think about it.