Page 5: Evaluating the management of change
As change takes place, it is important to monitor and evaluate the results of the change programme. This involves relating the changes to the original strategy and objectives. If changes are not evaluated it will be difficult for managers to determine how well they managed the process. Monitoring and review will also help them to understand where further improvements may be required. If, for some reason, the change process has not been successful, managers can evaluate why the change process has failed.
One method of evaluating the process of change is through key performance indicators (KPIs). These monitor how well parts of an organisation are working towards fulfilling business objectives. For example, if an objective was to increase productivity, output can be measured and then compared to output data from before the change programme. This helps to establish if it has increased.
Evaluating the outcomes helps to keep the process of change moving forward. For example, if the original strategy needs to be revised, it allows managers to make decisions that enable future processes of change to be more effective.
The changes that took place at HMP & YOI Doncaster were striking. After the CMI training and development, staff morale and managers’ confidence grew. They started to think more strategically about how to overcome challenges. First-line manager turnover fell significantly. This was because the issues identified in inspection reports had been tackled.
Managers were able to approach challenges in a completely different way. They developed a better understanding of leadership and management, and of their own strengths and development needs as leaders. The programme helped to reduce costs and retain talent. Ultimately, it enabled individuals to contribute effectively to the setting and fulfilling of the organisation’s objectives.