Change management is a set of ideas, strategies, and skills that can be applied to effectively address change. An effective IT change management process is the simplest, easiest, and most cost-effective way to ensure that your organization keeps its technological infrastructure up to date with minimal impact on its revenues, employees, customers and reputation. Communication is key when it comes to implementing change management. Leaders or a small team of “tigers” should drive the change and make sure everyone understands and feels the pain.
It's important to solicit feedback from employees to assess the problem and generate solutions. Make it an initiative and communicate about it. Set a deadline and communicate the results. The author demonstrates that attention to organizational development and change management in IT implementation has had a positive impact on productivity, job satisfaction and other work attitudes, which, in the end, justifies the search for effective change management in most organizational interventions, particularly in IT initiatives that traditionally tend to turn the organization into which they are introduced upside down. Organizations such as The Agency and large IT consulting companies have not taken into account or addressed these “consequences of change management”, although taking a proactive and more committed stance in involving their customers and employees in the implementation would likely result in a decrease in the negative impact on performance that usually occurs when a change is introduced. Before implementing a change in your processes, it is recommended to communicate clearly with your employees to explain to them why the change is taking place, how it will benefit the organization, and the individual advantages of accepting change in the employees' daily lives. Careful coordination, adaptability, and commitment are required to ensure that the organization successfully adapts to new conditions, achieves its objectives, and obtains the expected benefits of the change. IT service management is not the same as IT change management, but both concepts are closely related.
IT tools track dozens of metrics that help IT service managers understand the performance of their teams. These metrics are among the most important when evaluating an IT change and the entire IT change management process. As a management system, it must meet both the short-term and long-term needs of the organization by effectively managing IT changes in a way that benefits all stakeholders and does not create new bottlenecks or aggravate existing ones. For example, Motorola failed to remove post-digital innovation from its analog models and lost the battle with its main competitor, Nokia, who seized the opportunity. In the end, Motorola lost its leading position in its niche and was left with a low market share of 14%.
