“What gets measured gets done.” Peter Drucker

It’s important to measure and track progress because everyone wants to know whether their efforts are creating any impact or not. Measuring results help managers to take corrective actions and improve on their mistakes.

Key Performance Indicators (KPIs)help to track progress and measure success.

KPIs are key quantifiable indicators of progress towards desired outcome.

KPIs generate data and information that help managers to take informed decision on strategic issues and operational issues what are most important.

When it comes to change management, it’s important to track key performance indicators (KPIs) in order to measure the success of change initiatives taken by organization.

By tracking KPIs, you can ensure that your changes are having the desired effect and make necessary adjustments along the way.

Let’s have a closer look at change management KPIs examples, definition, types and why these are important.

What are change management KPIs?

Change management KPIs are key performance indicators that help organizations track and measure the success of change management initiatives.

Change management KPIs examples include measures of project completion, change adoption metrics, employee satisfaction, effectiveness of communication and training and compliance with change management procedures.

By tracking these and other KPIs, organizations can gauge the effectiveness of their change management programs and make necessary adjustments to ensure that goals are met.

Additionally, change management KPIs can help identify areas where further training or support may be needed. By monitoring change management KPIs, organizations can ensure that they are on track to achieve their desired results.

Why are change management KPIs important?

Change management is a complex process, and it can be difficult to know whether or not it is being done effectively. This is where change management KPIs come in.

By tracking key performance indicators, businesses can get a clear picture of how well their change management processes are working.

This information can then be used to make adjustments and improvements where necessary. Change management KPIs can help to identify areas where employees are struggling to adapt to new methods or procedures. By addressing these issues early on, businesses can avoid costly delays and disruptions down the line.

In addition, KPIs can help you build buy-in for change initiatives by demonstrating tangible results. When used effectively, change management KPIs can be a powerful tool for improving organizational performance.

In short, change management KPIs are an essential tool for ensuring that businesses are able to effectively manage change.

You can also read here: A step-by-step guide on how to develop key performance indicators

How to develop Change Management KPIs?

Change managers often face challenge of choosing right KPIs which inform them about most crucial aspects of progress. There could be many KPIs but its important to pick the right ones.

Following are three steps which help to pick the right change management KPIs.

1. Know your change initiative

The first step is to know and understand what type of organizational change your organization is undertaking. Is that change is simply improving organizational process and procedures, is it developmental or it is compete transition form one business to another. ?

Another question you need to know is that what change management model and framework your organization is adopting to implement change.

Knowing type of change and models will give you clarity that what is important to know in order to track progress and gauge success of change management.

2. Define benchmarks of your change goals

The next step is to define benchmark of your change goals.

If your basic change goal is adaptation of digital platform to keep record of sales which would ultimately increase productivity of employees.

So if you want to improve productivity level by 40% form the existing level of productivity then you have a benchmark now. That benchmark provide you with target and help measure progress against that target.

3. Choose KPIs and define them

The next step is to choose KPIs which have benchmarks and that can be measured. For this purpose, first identify KPIs of each key areas and define them in detail so that everyone is clear about it.

Definition must include what is meant by that KPI and how it will be measured and how. It would be good if responsibility and timeline is also mentioned that who will measure it and when it will be measured.

Change management KPIs examples

There are many different change management KPIs that organizations can track, but some of the most common include:

a) KPIs to measure team performance

These KPIs inform managers to measure performance of employees and especially change team. These KPIs focus on how quickly employees are embracing change.

Examples of these KPIs include:

  • Number of employees successfully adopted changes i.e digital adaptation platform
  • Number of feedback and complaints from employees received
  • Number of request for technical support received
  • Percentage of employees satisfied with adopted changes

b) KPIs to measure organizational performance

These KPIs inform management and change leaders about overall results of change. These will focus on measuring results and success of organizational change.

Examples of these include:

  • Number of changes successfully implemented
  • Percentage of increased organizational productivity
  • Percentage of accomplished outcomes of each sub-goals
  • Percentage of customers satisfied with change
  • Number of sub-goals achieved on-time
  • cost of implementing change

c) KPIs to measure change communication

These KPIs guide manager to monitor progress of change communication and gauge what message is understood by employees and stakeholders and what needs further improvement. KPIs of change communication also inform what communication channel is working and what is not relevant .

Example of these KPIs are:

  • Number of awareness raising activities or meeting conducted
  • Number of consultation meetings held
  • Number of key messages delivered to employees and stakeholders
  • Percentage of employees and stakeholders received messages
  • Percentage of employees and stakeholders know reason of change
  • Percentage of employees shared feedback

d) KPIs to measure training programs

These KPIs are used to measure effectiveness of trainings and engagement with employees. With the help of these KPIs, skills are knowledge learnt which are required to implement change.

Example of these KPIs include:

  • Number of training events organised
  • Number of employees attended training programs
  • Percentage of new skills and knowledge learnt

e) KPIs to measure change adoption rate

The change adoption rate measures the percentage of individuals or teams within the organization who have fully embraced and implemented the change. It indicates the overall level of acceptance and integration of the change initiative.

The adoption rate is typically calculated by determining the percentage of individuals or groups within the organization who have fully embraced and implemented the change. The specific calculation may vary depending on the nature of the change initiative and the available data. Here’s a general approach to measuring adoption rate:

  1. Define the target population: Determine the specific group or individuals for whom the change initiative is relevant. This could be all employees, a specific department, or a particular team.
  2. Identify the criteria for adoption: Define what constitutes full adoption of the change. This could include completing training, actively using the new system or process, or achieving specific milestones associated with the change.
  3. Collect data: Gather the necessary data to determine the number of individuals or groups who meet the adoption criteria. This can be obtained through surveys, system usage data, completion records, or other relevant sources.
  4. Calculate the adoption rate: Divide the number of individuals or groups who have fully adopted the change by the total number of individuals or groups in the target population. Multiply the result by 100 to get the adoption rate as a percentage.

Final Words

Change management KPIs are a valuable tool for organizational change. KPIs help to monitor progress and performance. By tracking these KPIs, you can get a clear picture of how your organization is doing when it comes to managing change. This information can then be used to make necessary tweaks and improvements. When used effectively, change management KPIs can be a powerful tool for improving performance of organizational change.