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Answer:

Change management is one of the frequently overlooked elements of any technology implementation strategy. Even if the change is widely understood to improve the status quo, people instinctively stick to comfort zones.

Explanation:

  • The approach to the "human side" of the change is systematic.
  • They have the senior management's long-term commitment.
  • Each layer includes leaders.
  • They support key players' ownership.
  • They undertake clear, regular, and timely communication.
  • They recognize that company culture is important.
  • You are preparing for the unforeseen.
  • They support those affected by the transformation.

Every major change creates problems with human relations. New roles and responsibilities may be requested of employees; new skills and abilities may have to be developed.

Change is inherently unsettling for employees at every level of an organization, employees usually look for strength, support, and direction from senior managers when change takes place.

Large-scale change programs require leaders to take responsibility for changes in their areas of influence. The main way to promote ownership is by involving people in the identification and resolution of the problems. Incentives and rewards will reinforce ownership.