6 Key Reasons Why Change Management Fails

Change Management Fails

Did you know that 70% of all change management initiatives fail? Yes, you read that right. According to McKinsey’s research, 70% of change programs fail to achieve their goals, largely due to resistance from employees and lack of stakeholder involvement in those projects. It also shows that when people are more engaged in change, it is 30% more likely to stick.


IBM conducted a survey and asked change management executives about some of the biggest hurdles in the success of change management initiatives. 58% of executives said that changing the mindset and attitude is the biggest obstacle while 48% said that enterprise cybersecurity is hampering the change management projects success rate.


Even if your change management initiative manages to achieve its initial objectives, it fails to sustain it in the long run. If your organization is also facing the same dilemma of high change management failure rates then, you need to identify what’s causing it and fix it as soon as possible. That is exactly what we will discuss in this article.


In this article, you will learn about six important reasons why change management fails.

6  Reasons Why Change Management Fails

Here are six reasons why change management fails.

Poor Communication

One of the biggest reasons why organizational change fails is because of ineffective communication. Make sure that you communicate frequently so there is no confusion or miscommunication. When someone asks a question, you should have answers to that and provide them with a satisfactory response quickly instead of making them wait for weeks. This also helps you set the right expectation from the beginning. If a new update comes up, immediately communicate it to prevent rumours from going viral. Make sure everyone in your team knows about the facts and has no confusion about anything before imparting on your change management journey.

Lack of Skills

Another big reason behind the failure of change management projects is a poor skillset. Implementing change in an organization demands a lot of skills, energy, commitment and strength. You need to stay focused on the change management project goals and how they can impact the strategic objectives and priorities of your organization. 


To bridge the skill gap, the majority of change management programs (69%) provide training before going live. You can also put together an in-house training program or encourage employees to enroll in short courses or certifications to eliminate the skill gap. Once you are equipped with the right skill set, it is usually a matter of execution and your change management initiatives might succeed.


Digital literacy and soft skills also play an important part in your change management project success. In addition to mastering the basic principles and best practices of change management, you should also focus on advanced change management topics to cope up with complex and sophisticated change management challenges.

Prioritizing Speed Over Strategy

One of the biggest mistakes most businesses make when embracing change is that they put speed over strategy. They spend less time on creating a strategy that outlines why change is necessary for the organization and more time finding ways to accelerate change adoption. Instead of focusing on things such as 


  • Who will be impacted by the change? 
  • How will change impact them? 
  • When would change actually occur? 
  • What roadblocks you might encounter along the way?


By preferring speed over strategy, you are making it tough for all stakeholders to stay focused and move in the right direction. You must outline a roadmap and set milestones along the way, helping you track the progress of your change management projects.

Neglecting The End-User

There is nothing worse for your change management initiatives than ignoring the end-users and key stakeholders, both internally and externally. This usually happens when you are responding to a crisis situation. Before kicking off your change management project, it is better to develop a comprehensive understanding of your stakeholders and end-user. Know what their pain points and expectations are and how you can fulfill them with your change management with best dedicated server deals initiatives. If they want better user experience, you can think about investing in a cheap dedicated server.


This is very important especially if you want their support and involvement throughout the project. You can not expect them to stay engaged in your change management initiatives if it does not address some of the biggest issues they are dealing with. On the flip side, when they see that your change initiatives put end-user needs in focus, they will automatically start supporting your initiatives and are more likely to stay more engaged throughout the change management journey. Once you have the stakeholders and end-user in your corner, the chances of success of your change management projects increase drastically.

Not Taking Feedback

One trait that differentiates businesses that are good at change management from businesses that are not so good is the ability to seek feedback. An organization that succeeds with change management usually asks for feedback before, during and after implementing every change. 


One of the biggest advantages of this is that you get access to actionable insights, which can drive your change initiatives to success. Moreover, it can also help you correct your course if you are moving in the wrong direction. If you ignore feedback altogether, you are literally creating a change strategy in a vacuum and such strategies rarely succeed at resolving underlying issues.

Losing Sight of The Big Picture

Don’t get me wrong, implementing change is not easy. It is much more complex than you might have initially thought. If you stay focused and don’t lose sight of the big picture, you will eventually succeed. Sadly, most businesses struggle to do that. In their quest to keep track of all the minute details, they usually lose visibility of the big picture. They miss out on key aspects such as how this change can assist in fulfilling the organization’s strategic goals and influences priorities. Focusing on key business objectives is critical for the success of your change management initiatives.


Which is the biggest reason why your change management initiatives are not succeeding? Share it with us in the comments section below.

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