Ricoh's Organisational Change Management

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Organisational change management is an essential component of many service engagements. When new technologies, workflows or processes are implemented, an organisation and its employees must adapt to and embrace the changes to ensure long-term success. Our team of global consultants supports this by diagnosing resistance, transitioning employees through the change process and developing an effective change management plan.

Our organisational change management experts apply a proven methodology to identify and evaluate processes that relate to the human side of change. By focusing on the practical experience of employees, we help maximise engagement so your business transformation takes place without sacrificing control, quality, and performance. This means we can reduce the risks faced during implementation, increase the speed of adoption, and put in place a roadmap for sustained success.

Here's what we do:

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Understand and Assess

Determining key influences, cultural resistances and the impact on people – including the support required to deliver change – we consider your organisational strengths, existing technology and process gaps that will impact on the success of the transformation.
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Improve and Design

We then develop strategies and plans aligned with your organisational goals, provide support for your people throughout the transition and define an overall change management strategy. From there, we assess training needs, develop communications plans, conduct readiness assessments and develop a stakeholder engagement strategy and a risk management plan.
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Transform and Implement

In this phase, we deliver these strategies and plans and work with your employees to adopt the transformational changes. We also continuously review structured metrics that measure employee proficiency with the new processes and workflows.
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Govern and Measure

At this point, leaders and employees are taking visible action, demonstrating an understanding of the need for and support for the adoption of change. Stakeholders are embracing new capabilities and acquiring new skills for the new way of working while we build and embed capabilities needed for current and future change.
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Optimise and Sustain

In this final phase, change has become the new norm. Insights and approaches are established to increase people’s comfort with the new ways of working, outstanding issues are addressed and actively engaged employees share their experiences with others and equip colleagues to adopt the new way of working.