According to Deloitte:

“Despite significant investment and literature on the subject, most studies still show a ‘60-70% failure rate for organisational change projects - a statistic that has stayed constant from the 1970s to the present’”

Change Management has its own set of challenges and advantages, but in the midst of substantial changes, it’s difficult to maintain a strong and healthy connection with your employees, which is why we have put together a short list of effective questions to ask concerning change management.

When to Use Surveys in Change Management

It is recommended that surveys be used at critical points of the change process:

  • At the outset - this is only in case change is planned and you have the opportunity to do so. A good understanding of employee sentiment prior to a major change will help understand what may be missing or gather valuable feedback or insights on how to support a more positive change and communication. 

  • During the change/project - can help gauge project health, discover concerns or issues, identify opportunities, gather ideas, and understand impact of the change

  • After change/project completion - it is critical to understand the aftermath of a change including what went well, what required improvement, and recommendations for future changes. This insights can help improve changes down the line.

The following are several recommendations for your change management surveys. To receive a compilation of all recommended change management questions and a copy of the Change Management survey template, please contact your Customer Success Manager.

  • I am aware of this change [enter project name/type].     

  • I understand the goals or desired outcomes of this change.     

  • I feel that the planned implementation of the change was clearly communicated to the team.     

  • I feel management is dedicated to the success of this change.     

  • I am given a sufficient amount of feedback from the leadership team regarding my progress with the change.     

This connection with your employees will allow them to feel heard and understood, as well as educated and taken care of during these unstable and sometimes scary periods of change. While change may be inevitable, chaos isn’t, and when you’re able to stay connected to your employees, you will have a much higher chance of facilitating a successful change and navigating through any issues—which you will be able to pinpoint and improve due to amplifying and listening to Employee Voice.


Did this answer your question?