There might be a need for a carrot and stick approach to reward employees that comply and to penalize the ones who might be trouble-mongers. The last is its reinforcement, which can be done via managers and supervisors to ensure that the change is reinforced. The next phase requires increasing the knowledge of employees and giving them the necessary trainings for allowing them to be able enough to enforce the change. This can be done through various sessions, presentations, and meetings. For this purpose, the organization must increase awareness and create a desire among employees to accept the change. The 5-step ADKAR framework aims at dealing with people regarding the change that is to be implemented. Awareness and Desire are ‘current’, whereas Knowledge and Ability are a part of the ‘transition’ phase and Reinforcement is the phase that is to be applied in the ‘future’. Source: ADKAR Change Management PowerPoint template by SlideModel How is ADKAR Used? Reinforcement implies sustaining the change. This requires ensuring that employees understand that the change is not going to be reversed. They must learn new skills and manage their behavior in order to be a part of the change. The transition phase requires that employees have the ability to move through the transition. Knowledge is therefore a key step towards making employees receptive towards the change. Obscurity can be a great hindrance and can lead to conspiracies and banter which may affect organizational policies in a negative manner. With knowledge regarding the change, employees can better understand the reason for the change and how might it be beneficial for the organization. By raising awareness among employees and assuring them that the change is necessary, a desire can be created among employees to participate in the enforcement of the change. DesireĮmployees must have the desire to be a part of the change. This might be resisted by employees who are used to old methods, and therefore, it is important to ensure they can understand why the change is necessary. For example, an organization might face changes after a merger or there might be a need to introduce better processes, methods or technology in an organization for improving productivity.
This entails ensuring that employees are made aware for the need for change. These are sequential elements which are meant to help organizations in bringing about the smooth transition or change that is required in an organization.
Awareness, Desire, Knowledge, Ability and Reinforcement, help organizations manage change. Let’s take a look at how the five key elements of ADKAR, i.e.
Source: ADKAR Change Management PowerPoint template by SlideModel Key Elements of ADKAR
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