Direct participation and ownership for the change is a fast and effective way to build support and desire. Increased engagement of impacted employees in a change initiative translates directly into an increased likelihood of the initiative achieving its desired results.

Participants and the Best Practice in Change Management – 2016 edition cited “Employee engagement” and “Participation in the change” as key contributors to a successful change initiative.

There are many different roles employees can play in the change process. They may be able to get involved in creating the needed solution or to participate in testing the new solution to provide feedback and input for improvements. Natural influencers and peer leaders can engage as change champions are members of a change agent network. Actively engaging key individuals in the change produce a multiplying effect in the overall desire to support the change. Ultimately, it can lead to significant increases in the speed and success of the adoption.

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