When you’re going through a major change process, you need to know how it’s going and how to progress
Why use Change Tracker
Business is dynamic and the Synthetron Change Tracker will help you stay ahead of the change game.
Synthetron Change Tracker
In our anonymous, safe space, find out what employees really think and feel about the proposed changes. Discover what they don’t like, what they need to make it a success:
- Get a snapshot of your employees’ « change readiness » compared to other organisations
- Are employees aligned with the change – do they believe its a good idea?
- Are they able to make the change? What difficulties do they foresee?
Use our smart listening methodology to look at your project’s change progress in different departments or territories. Be one step ahead so your project team can course-correct to keep the project on-track. With Synthetron insights, you can go into management meetings informed about expected issues, and get the support you need to fix them.
When to use Change Tracker
It makes sense to get feedback from your employees during the project planning process and before the implementation stage. Know what is bubbling under the surface before it becomes a major issue, and harvest the best ideas to course-correct, and know that these ideas are already supported by those impacted. It’s all about reducing your project’s risk.
4 moments to run Change Tracker
- Just after the announcement of a change program (determine the group’s change readiness)
- At the beginning of a change program (identify blockers and course-correct)
- During a change program (improve communications, course-correct and accelerate progress)
- At the end of the change program (assess overall impact, benefits realized, and capture lessons learned)
You will get the Synthetron Quick Report within 24 hours telling you:
- Top five motivators for change from staff viewpoint
- Top five concerns and fears about the change
- Top five actions staff recommend to support change process
Within a week we can also share with you
- Deep insights: thematic analysis of key concerns
- Actionable « So What? »
- Differences by segment
- Change Force Analysis
- State-of-mind profile and implications
- Communications recommendations