Throughout this series, I’ve covered some of the most common misconceptions about change management: that it’s just about communication, that technical implementation is enough, that change is a one-time event, and that it’s solely the responsibility of the change team. Now, in this final post in this series, we’re tackling another major oversight that can derail even the best-planned initiatives: under-resourcing change management.
Many people make the mistake of viewing change management as a secondary task that doesn’t require significant time, money, or attention. They think that a few training sessions and a handful of communications will do the job. However, worthwhile change management takes serious investment, both in terms of time and resources, to ensure that people not only understand the change but also adopt it fully and sustain it over the long term.
Here’s why change management needs more than just a quick effort and what you should consider when planning the resources for a change initiative.
Change Is a Strategic Investment, Not an Afterthought
You should not be treating change management as a nice-to-have rather than an integral part of project success. In reality, change management should be baked into the project from day one, with a clear understanding of the time and resources needed to drive real adoption.
Change requires ongoing support and reinforcement well beyond the technical go-live. Yet, many organisations allocate insufficient resources, believing that the change will take care of itself once the system is in place. This mindset can lead to poor adoption, low engagement, and, ultimately, project failure.
To avoid this pitfall, you need to consider change management as a strategic investment that supports the overall goals of the project. This means budgeting for not only the initial rollout but also for long-term support that employees need to truly embrace the change.
The Time Factor: Change Doesn’t Magically Materialise Overnight
I see so many organisations underestimate change management by not allocating enough time. Leaders often expect employees to adapt quickly, assuming that once they’re informed about the change, they’ll be ready to jump in with both feet. This is so often not the case, and I’m yet to see an implementation that is 100% perfect on day one.
What’s important to recognise is that people need space to process what’s happening, learn new skills, and adjust their behaviours. Rushing this process invariably leads to resistance and also increases the likelihood that employees will give up on the change and revert to old ways of working.
A well-executed change management strategy builds in time for learning, adjustment, and reinforcement. It doesn’t end when the system goes live; it continues for months, sometimes even years, to ensure that the change is fully embedded into the organisation. Without sufficient time, you risk leaving people behind and jeopardising the success of the entire initiative.
Ongoing Training and Support Needs Resources
In my earlier post, I talked about how leaders and managers play a crucial role in guiding employees through change. But training and support are just as critical. Many organisations treat training as a one-off event, with minimal resources devoted to ongoing education and support after the initial rollout.
This short-term thinking often leads to frustration among employees, who may struggle with the new systems and processes long after the training sessions are over. What you need instead is a long-term approach to training, with continuous learning opportunities, on-demand resources, and dedicated support channels to help employees navigate challenges as they arise.
This means allocating sufficient resources for training, not just before go-live but well into the post-implementation phase. It also means investing in support structures, such as help desks, peer mentors, or regular Q&A sessions to give employees the guidance they need when they need it.
Measuring Success: Ongoing Assessment Requires Time and Effort
Another area where change management is often under-resourced is in the measurement of success. It’s hard to count the number of projects I’ve been involved with that assume that once implementation has happened, they can check it off the list and move on to the next project. But without ongoing assessment, it’s impossible to know whether the change is truly being adopted and whether it’s delivering the expected benefits.
Effective change is continuous monitoring and feedback loops. This means conducting surveys, holding focus groups, and gathering feedback from employees to assess how well the change is being embraced. It also means making adjustments where necessary to improve adoption and address any lingering issues.
But these efforts require both time and resources. If you don’t plan for ongoing assessment, you’ll miss critical opportunities to course-correct and ensure the long-term success of your change initiative.
Why Under-Resourcing Change Management Can Lead to Failure
When organisations underestimate the time and resources needed for change management, they often end up paying the price in the long run. Projects that are underfunded or under-supported tend to face higher levels of resistance, lower rates of adoption, and greater challenges not just during implementation but over the longer term.
Conversely organisations that invest properly in change management, with sufficient time, money, and attention are far more likely to see their projects be more successful; they spend less time managing resistance and achieve their sought benefits faster.
Plan, Invest, and Support
As we wrap up this series, the one thing I’d like you to take away is that change management is not an area where you can afford to cut corners. Whether it’s budgeting for time, resources, or ongoing support, the investment you make in change management directly impacts the long-term success of your project.
Change doesn’t magically happen overnight, or in isolation. It requires strategic planning, strong leadership, and, most importantly, a commitment to providing employees with the support they need to thrive in the new environment. When you invest in change management, you invest in the long-term success of your people.
Thank you for following along with this series. If you’re looking to ensure your next change initiative is a success, don’t hesitate to reach out for guidance on how to build a robust, well-resourced change management strategy.
