Embracing Organizational Change with Findley’s Change Management Process

Successful change in an organization requires its leaders and employees to embrace new processes, behaviors, technologies, job functions, and most importantly, mindset. Change doesn’t just happen—it is lead.

With strong and purposeful change management, the probability of success for a merger or acquisition, business consolidation, benefit change, headquarters relocation, or other large initiative increases greatly.

Findley’s approach focuses on helping employees through transition.  By successfully implementing changes, our clients can expect to see:

  • Increased productivity and lower turnover rates
  • Improved focus on organizational goals
  • Maximized use of technology
  • Higher employee satisfaction and engagement levels

We assess workforce readiness for change through focus groups or surveys.  Creating a vision and gaining leadership support are also critical steps in this phase.

We use a variety of channels, including electronic and web-based media, print materials, and personalized communications (including Total Compensation Reports), to support employees through the implementation process. We can also take a lead project management role to manage all facets of the implementation.

Any behavior change takes time and reinforcement.  By developing a plan to reward adoption of new behaviors, we reduce the risk of employees reverting to old patterns.

Change Management Process Model

Below is a proven model for managing change developed by Findley. We help implement successful change in organizations by using a process that aligns your workforce with your long-term business objectives.


  1. Survey the workforce to understand their current state of mind.
  2. Conduct structured focus groups to explore barriers and solutions.
  3. Analyze results and recommend the best way to proceed.


  1. Assemble a team of key stakeholders.
  2. Facilitate a planning session using our unique compression planning technique.
  3. Gain stakeholder support of the change management strategy.


  1. Write clear communications to motivate change.
  2. Design materials that reinforce brand messages.
  3. Reach all audiences using a variety of channels.
  4. Provide managers with the tools to lead change.


  1. Employees begin to embrace change.
  2. Analyze data or observe behavior to measure change.
  3. Revise or repeat key messages.
  4. As more employees embrace change, successful and lasting changes become the “new normal.”