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Employee Change Adoption

Achieving Employee Change Adoption in a major organisation change or transformation has mixed success and the ROI benefits are not always realised. The main objective of any change project is to deliver improved future performance by facilitating and enabling step improvement, from the current “a” state to the future improved “B” state. The improved future “B” state is about getting Change Adoption. It is about providing the employees with the new skills, behaviours and motivation so they are aligned with the organisation’s processes and systems. Leadership and sponsorship are key enablers to change success, articulating why the change is necessary and how it links to the strategy. Communication is one of the key levers to deliver successful Change Adoption, it is at the heart of successful change, it acts like the blood in our bodies, but instead of supplying vital oxygen and nutrients, communication supplies information and motivation that is imperative for successful change.

We use AUILM® Model to help teams driving change to understand how employees might react during a change transition, which they may perceive as a threat to them. The AUILM® Model follows these steps:

The AUILM® Employee Change Adoption is part of our a2B Change Management Framework® (a2BCMF®) which is used to support organisation and leaders to implement structure programme change.

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Awareness: Making the employee aware that there is a new change programme coming. This is mostly completed in the earlier a2BCMF® steps, but ensure communication continues throughout.


Understanding: Continuing employee engagement to help them understand the business case for change, and then continually and constantly throughout change programme implementation.


Involvement: Involving the employee to shape the change and gain buy-in. Employees should remain involved in the change implementation.


Learning: Developing the employees’ new skills and behaviours so they can adopt the change. Employees should have developed the new skills and be competent in their new role. They should be ‘replicating’ the new behaviours, if not moving towards the ‘reinforcing’ stage.


Motivation: An employee reward mechanism to motivate employees and reinforce organisational change. With new skills maturing and the new behaviours being reinforced, the final stage is to ensure employees are motivated, so they are positively focused on doing their part to improve organisation performance.

"For change adoption to be successful, support the employees through the change transition by providing awareness, understanding, involvement, learning, and motivation to achieve sustainable change and benefits realisation"

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