Change Management related to Digital Transformation is a crucial topic for some time now in the current working environment. It is not surprising that as early as 2017, it caught the interest of experts, considering it as one of the main reasons driving change in the workplace, highlighting its role as a key player in today’s reality. Its importance is obvious: introducing new technologies without making changes to existing habits and processes is ineffective and can result in a waste of financial and time resources.

In this article, we will examine the fundamental importance of Change Management for those companies which want to start a significant change. We will also look at the activities involved and the benefits Change Management can offer to companies that choose to adopt strategies to guide an organization through significant change. In addition, we will focus on another key point: constant support for the stakeholders involved in this process, giving them a central role in the adoption and implementation of business change.

Change Management is an organizational process aimed at managing and making the transition easier from a current state to a desired state within an organization. It focuses on the adoption of new strategies, processes, technologies, or organizational structures to achieve improvements or adapt to new market conditions.

Change Management involves a series of activities which include planning, implementation and monitoring of change process in order to minimize resistance and maximize the adoption of change by the people involved.

Essentially, there are four core principles of Change Management, summarized in the 4P Model:

• People, which refers to the change in mindset of individuals since Change Management places the user at the center.
• Process, which involves revising all processes in a modern, efficient and digital way. It is necessary to construct a transition path that moves from the current situation (where we are) to an objective of “where we want to go” also demonstrating “how we get there”.
• Platform, introducing digital technologies into the company to support productivity in an increasingly mobile world, with the goal of improving efficiency and work flexibility.
• Place, which represents the transformation of workspaces. The Activity-based workspace approach and the concept of remote working require a reconsideration of spaces and work methods to promote collaboration, creativity and adaptability.

The post-pandemic era has underlined the need for new organizational models and work tools, placing emphasis on a strong business culture and extraordinary adaptability.
In this context, Change Management has played a crucial role in facilitating these transformations and leading companies towards a new normal.

In addition, this approach has led to several advantages, including:

• Improvement of business performance, because by reviewing and optimizing business processes, operational efficiency is increased while waste is reduced. This results in an overall productivity advancement for the company.
• Market adaptability, thanks to the implementation of new strategies and the adoption of cutting-edge technologies, companies can stay aligned with market needs and seize new growth opportunities.
• Generation of new ideas, creating an environment where innovation can thrive. This gives the company the ability to develop creative solutions, anticipate customer needs and differentiate itself from competitors.

One of Change Management key aspects is how to manage people during change process. In order to guarantee Change Management success, it is important to understand and face resistance to change, actively involve employees in the decision-making process, provide adequate support and training and communicate clearly and transparently.

In 2017, the primary sources of resistance included entrenched habits, beliefs, lack of motivation, lack of skills and time constraints. In addition, there was often total skepticism, criticism and statements like “We’ve always done it this way!”. Initiatives to overcome these resistances primarily focused on communication, training, acquiring tools and creating new roles.

Given that a lack of change culture and poor communication are considered the two main challenges in Change Management processes, it is essential to emphasize a fundamental aspect: Change Management cannot exist without People Management, without actively involving individuals and transforming their mindset. To implement these types of approaches within organizations, it is necessary to put employees at the center, providing them customized and continuous training that effectively raises awareness of the importance of Digital Transformation, thereby contributing to the creation of a shared culture of change.

Nowadays, to fight against the cultural and operational hostilities that hinder processes and sometimes lead to the failure of entire projects, it is crucial to:

• Communicate every single step of the project, by promoting open dialogue, encouraging collaboration and keeping people involved. Technology can be an enabling factor, but the corporate culture must be prepared to embrace it.
• Monitor the organizational climate and employee engagement to ensure support from individuals and the effectiveness of performance. Often, projects tend to prioritize only quantitative aspects, such as financial results, timelines and costs, while neglecting the activation of roles and competencies and providing effective support for the necessary change activities. It is crucial to pay attention to what employees think as well.
• Establish direct relationships with employees giving them digital tools and skills. It is possible to foster new relationship models through training interventions and awareness-raising about integrated communication and collaboration technologies.
• Increase involvement of middle managers, not only through traditional training but also through digital and virtual methods of sharing best practices, on-demand training and communities. This allows for mediation between strategic management decisions and the operational workforce, which often lacks the preparation to assume such a role and may exhibit resistance, resulting in consequences for both individuals and project effectiveness.

By adopting these approaches, the path is paved for creating an organizational culture that embraces change as a fundamental value, thereby fostering progress and innovation within the company.

Change Management represents one of the most difficult challenges as it needs a strategic approach which is people empowerment focused.

To face and overcome all the difficulties related to the organizational change process requires a combination of different elements, such as: solid planning, stakeholders’ involvement and adequate training.

Miralis supports companies in this path, always giving attention to customer’s needs supporting a modern business culture. Through a combination of know-how and constant support, Miralis team can promote a culture focused on change and innovation within the companies, giving them the opportunity to adapt to the challenges of this ever-evolving world.