When a change initiative begins to have problems or when complaints begin to surface, it’s a hard space to be in. It’s a place where everybody feels the tension – leaders might push harder than normal, business teams might pull back, and the whole effort might feel like it’s unravelling. But those moments can be powerful turnaround opportunities.
We explore some situations where an active step was taken to steer change back on course, building momentum towards success.
Recognise the Roadblocks – When Change Doesn’t Land Well
A worldwide retail company implements a new inventory control system designed to improve efficiency and cut down on out-of-stocks. But soon after launch, employees feel swamped, and some revert to internal manual tracking systems just to keep up. Instead of struggling in silence, internal users share their stories with the project team, who quickly step in to understand what’s going wrong.
The system is brought in with the best of intentions. But when it comes time to show people how to use the new system, the training delivered simply isn’t on-the-job relevant. Then, when implementing in a real-life store environment, there isn’t enough time or space to adapt the tool to work in the best way.
So, the project team repurposes a session that had previously been set up as a recap to the previous training, to a focused working group with the store teams. The session troubleshoots a series of scenarios that enable a clear understanding of the steps necessary to make the system fit in with a store associate’s daily routine. Two months later, adoption levels are up, and the team have a regular feedback loop with the business users to support troubleshooting and process refinement.
Engage the Team in Solutions – Aligning Goals and Processes
A business wants a tool for improving the speed at which they serve their customers. They want a solution that is streamlined and efficient, so they need to standardise their processes. However, the new workflows are designed in isolation from their business teams, and the resulting processes are just a tad too rigid.
The impact? Employees are unhappy, forced to use an inefficient system that serves them poorly, and causing them to work in ways that are clunky and not user-friendly – or worse, they revert to offline workarounds.
Instead of attempting to drive the project forward despite low adoption rates, the project lead engages the team in a candid conversation. The team provides crucial insight: flexibility is very important to them; it is how they give the customers the best experience with their product. As an outcome of the criticism, the teams work together to co-create a version of the workflow that makes sense for both business and technical teams, one that balances pace with flexibility.
Because the project team acknowledges that the resistance from the business was feedback and an opportunity to improve, the business sees that their insights matter. This creates forward momentum, driven by genuine ownership, buy-in, and enthusiasm.
Clarify the Message – Replacing Uncertainty with Confidence
Here’s another situation: a new regional pricing policy, set by a retailer, is supposed to better align with local market demands. But the rollout is bumpy. Regional teams don’t have a clear roadmap. Prices become inconsistent. Customers express frustration. And all because the original communication is too broad and leaves too much room for interpretation.
Instead of forcing teams to "get it right" on their own, leadership steps in to provide extra support. They schedule targeted workshops with each region to tackle queries and support them with specific instructions. The leadership team ditches their generic communications approach, replacing it with precise, workable plans that each region can implement without second-guessing.
By steering in such a clear, direct way, the senior team ensures that everyone is working in sync, with structured paths for feedback and proactive improvements.
Corrective Change Management: Realigning for Success
In every one of these cases, we see a common thread. When change goes awry, it’s not typically because of outright or meaningless resistance. Instead, it’s often due to breakdowns in clarity, support, or alignment.
If you want to foster a culture where your people feel free to acknowledge challenges and supported to overcome them, then these corrective change management tips will help get you started.
Ready to Get Your Change Journey Back on Track with Lean Tree?
At Lean Tree, we understand that every change initiative, no matter how complex, can be a success. If your teams are having trouble adapting to new ways of working, it’s a signal, not a setback.
Contact us to help you:
Understand what the real barriers are to change.
Involve your teams in shaping the solution.
Build confidence and clarity.
Reach out to Lean Tree today to find out how we can help you turn roadblocks into lasting, meaningful change.
