A: Staff are becoming increasingly disengaged and burnt out from change.

A 2022 Capterra study found that 71% of employees, including 86% of 16–24-year-olds, feel overwhelmed by the amount of change at work (Capterra, 2022).

A 2022 Gallup poll found 55% of staff reporting impacts on their health from change burnout.

Staff are increasingly disengaged and ready to leave. Leaders need to change how they approach change projects.

1. Provide engagement by asking for feedback through tools like our Cirrus Change Readiness Assessment or the Cirrus Change Reinforcement Tracker.
2. Provide support and reduce ambiguity and stress by using Cirrus Change tools to layout the change path with our Roadmap tool, and by setting up predictable and effective communications. The Cirrus Change system will walk your teams through a process that earns trust and engagement while keeping the change cadence predictable.

The Cirrus Change Readiness Assessment will show you which supports will keep your team engaged with the change project, who is at risk of leaving, and how to address those risks. Run the assessment as soon as you’ve selected the new system you want to adopt.

When you combine the Cirrus Change Readiness Assessment with our education, you empower your staff and validate their importance in the organization. Our researched-backed, certified education reviews the most common reasons for staff disengagement and loss, and how to create the environments that will keep your staff aligned.

A: Preparing your team for effective change should start as soon as your organization realizes they need to upgrade systems. This is the time to ask your team what they need and why, what is working well, and what isn’t. This sows the seeds of change success. When you understand how to support your team, and listen to their perspectives, you will save time and money during the implementation. Acting on feedback will encourage more engagement and increase motivation.

The Cirrus Team Readiness Assessment will show you which supports will keep your team engaged with the change project. Run the assessment as soon as you’ve selected the new system you want to adopt.

Use the Change Accelerator before your change project starts, so you can avoid the change aggravators that make adoptions go sideways.

A: The Cirrus Team Readiness Assessment is a smart start to your technology adoption—especially if time, price or system competency is important.  It uncovers issues like the frequency and type of communication that will smooth the transition, staff capacity, priorities, perceptions and more. 

The Assessment provides your organization with clear data on the areas that could slow down or upend a change project. What are the concerns that could slow the change? How do you earn buy-in and trust? Who is skeptical of the coming change because the last one went poorly? Who trusts whom in the organization? What do these people want from you? The assessment is anonymized, but provides insights so you can avoid or mitigate disastrous risk.

The certified education provides your organization with critical foundations of successful change:  vision, strategy, sponsorship, quick wins, communication, resistance, change teams and skill building. The core videos are short, but packed with information and easy-to-implement actions to make your change more successful. Your team will have intel to start improving a change project after watching the first core video. The education was certified by Quality Matters ^TM, an international certifying body for online education. This education provides continuing education credits in business. In addition to the core videos, the education provides case studies and supplemental studies and reading.

A: It depends on the size and structure of your organization, the number and size of departments, and the time-frame of your technology adoption.

A: A colleague of ours once said, “All change flows down from the corner office.” Business writers and psychologists have spilled a lot of ink describing the importance of “social proof” and authority in persuading people to change. A leader can provide social proof and authority, even when doing relatively little:

- Sign your name to emails that enthusiastically support the change.

- Prioritize the change over other issues until the most critical parts of change are complete.

- Authorize incentives. Scholarly studies detail how a positive frame of mind and incentives encourage openness to new ideas.

- Make sure that mid-level managers are held accountable if they avoid or disparage the change.

A: No, you can buy the components that you need, for the number of people who need them.

A: The Cirrus Change Readiness platform has benefited teams of 14 to teams in the many hundreds. The Change Accelerator and the TeamReadiness Assessment can both scale, and are mobile optimized.

A: Yes. Cirrus Change works with change managers as well as directly with organizations.