Change Management
It's important not to overlook the role of employees in migrations. The IT team is asked to maintain on-premises and cloud platforms simultaneously when a cloud migration starts. They're also asked to change their job and the way they work. Many transformations fail because of employee resistance to change. The people transformation is as important as the technical project, and a successful migration isn't possible without success in both the people and technical projects.
You must create a change management plan to build organization-wide engagement with your cloud transformation that not only prepares your organization to deliver in the cloud, but also focuses on activities that retain your staff and maintains their productivity. In addition, you need a leader who's experienced in delivering transformational change for teams.
Change will be common during your cloud adoption process. One of the responsibilities of the cloud center of excellence (CCOE) is to create and promote a change management plan. A change management plan should prepare the individuals in your organization for the cloud adoption initiative, support them throughout the transformation, and help them evolve by providing opportunities for both recognition and growth.
The CCOE must also keep your organization updated with the transformation in people, processes, and technology. It's a good practice to formalize a monthly communication cadence and channels to ensure that your organization is informed and engaged.
For major digital transformations, there must be a dedicated change management team to ensure that employees understand the business reasons for the change and that they'll be supported throughout the process. In cloud adoption projects, communication and training are important tools to generate acceptance and excitement throughout the company. Oracle University can support the change management team by building and delivering communication and skills activities that are positive and exciting for employees. For more information, contact your Oracle account manager.
Use the examples in the following table to create a change management plan for your organization.
| Change Management Plan | Examples |
|---|---|
| Considerations |
Company priorities and goals Organizational culture and history Internal buy-in Business and technology joint initiative Difficulties and barriers to change How success is measured Return on investment assessment (expected business outcomes) |
| Success metrics |
Cost Development Speed Agility Other key performance indicators (KPIs) that you identified in the business strategy pillar |
| Change implementation approach |
Transformational approach Blueprints to drive transformation Motivation of employees to embrace change Setting up employees for success Opportunities for employee growth Building a supportive environment for learning Identifying and creating change champions and evangelists |
| Documenting the change |
Project plan Ideal scenario Changes of role for IT and the business IT organization structure
Formalized responsibility model, including vendors |
| Communication |
Communication plan Communication channels (example: Senior exec all hands, newsletters) Key messages: Business plan, reasons for the change, benefits to the employees and their roles in the transformation High-impact, measurable, and short-term initial project ("lighthouse project") Spreading the work User engagement Set expectations and communicate project timelines Regular employee updates and recognition of employees |
| Formalized strategy |
Scope of transformation Speed of adoption Business critical functionality Short-term strategy compared with long-term strategy:
Platform strategy:
Vendor evaluation:
|
| Business outcomes |
Cloud enablement in relation to success Adoption benefits and advantages Business performance |