The traditional approach to business transformation could have been faster and drawn out. However, during the COVID-19 pandemic, companies were forced to think quickly and change fast. Infosys surveyed 1,000 global corporate leaders to understand the best ways to get people on board with a new environment. The research found that a persistent set of small, orchestrated changes was the best approach to driving significant and lasting organizational change. Infosys calls this approach micro change management, or "micro is the new mega."
Microchange management is based on human motivation and behavioral theory and on something other than templates and communications, which have traditionally been infrequent, impersonal, and generic. Microchange management is made up of daily short stand-up meetings, ensuring that change initiatives stay in sync with rapidly evolving needs and require smaller benchmarks to measure progress.
Adopting these habits can be challenging, but the approach presents three micro-change techniques that drive successful change. The first technique is to deconstruct big change into small steps. This allows an organization to deconstruct more significant transformation into a number of smaller initiatives, each with a well-defined objective and outcome. These are delivered by small teams comprised of hybrid talent with diverse cross-functional skills.
The second technique is to change behavior through small modifications to habits and routines. Microchange management uses a synchronized combination of cues, nudges, suggestions, and targeted rewards and recognition. Each micro change should drive a minor modification in a habit or routine, which is called "Routine +1."
The third and final technique is to continuously measure, learn, and evolve. As micro-change programs are deployed, companies must frequently assess these initiatives to ensure they accomplish desired outcomes. When they deviate, the data should be analyzed, and the process should be refined and scaled.
Infosys has used micro change management in its Live Enterprise initiative that transformed the company into a digitally native enterprise over three years. Employee experience and business processes like new hire onboarding were reimagined, and a "digital runway" to launch capabilities was established through small implementations rolled out every six weeks. This enabled Infosys to be more resilient during the COVID-19 pandemic, with 99% of its workforce moving seamlessly to remote work, employee satisfaction increasing dramatically, and client value scores being the highest they had ever been.
In conclusion, micro-change management is the best approach for driving significant and lasting change in an organization. It is based on human motivation and behavioral theory and involves a persistent set of small, orchestrated changes that have a compounding effect. Adopting micro-change management techniques requires a shift from a traditional approach to business transformation to a more agile, iterative approach. However, with persistence and dedication, micro-change management can drive significant and lasting organizational change.