Change management services
We drive sustainable change management by aligning people, processes, and culture. Our change management consultants tailor their support to your organisation’s maturity, ensuring successful digital transformation across public and private sectors.
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Overview
At Reed Talent Solutions, we specialise in delivering large-scale, sustainable change management for organisations across both the public and private sectors. Working directly with CTOs and technology leaders, we understand that technology alone doesn’t drive transformation - people, processes, and culture are equally critical. Each change management initiative is unique. The level of support our experts provide is shaped by your organisation’s change maturity, the complexity of the transformation, and the readiness of your people and structures.
With decades of experience and a flexible, agile delivery network, we partner with you to define and execute the most effective path to lasting management and change. Our seven-stage change management process, built on proven methodologies, is tailored to your needs and designed to de-risk transformation while ensuring measurable outcomes.
The Reed Talent Solutions’ approach includes:
Assessing need
Planning the change
Preparing for implementation
Implementing the change
Evaluating performance
Sustaining the change
Measuring success
No matter what tech-driven transformation you are looking to implement, whether you’re adopting a new AI tool or customer relationship management system (CRM), our team of specialists will ensure your employees are prepared, engaged and supported and the transition is smooth, enabling sustainable, successful outcomes.
Assessing the need for change
Understanding why change is needed is fundamental to our approach. We work with your stakeholders to identify core drivers - be they strategic opportunities or external pressures - and shape a change management process and vision, aligned to business goals.
Key activities include:
Diagnosing the root cause and desired outcomes for organisation and change management
Mapping stakeholders, roles, and change maturity
Identifying change advocates and potential resistors
Encouraging release of top talent to drive the project
Planning business backfill where necessary
Beginning early engagement to prepare stakeholders for change
Our aim is to build a comprehensive understanding of your change environment with a robust change management framework to inform the right delivery strategy and mitigate risk from the outset.
Change management plan
Planning the change
Successful change begins with precise planning. Leveraging best practices in programme and project management, our delivery experts will work with you to:
Define change goals, scope, and objectives
Create detailed change workstreams and timelines
Identify assumptions, dependencies, and risks
Build and baseline plans
Secure a firm commitment of business resources and clear delegated authority structures
This stage ensures alignment between all parties - internal teams, third-party technology suppliers, and our delivery and project management office - setting the stage for effective stakeholder engagement and delivery.
Preparing for implementation
The Reed Talent Solutions delivery team and project management office (PMO) will establish the necessary governance structures and reporting to direct and control the implementation. Implementation readiness is a critical pivot point.
We focus on:
Establishing governance and communication protocols
Setting up consistent reporting and control mechanisms
Identifying and mitigating early resistance to change
Strengthening stakeholder alignment and dependency management
At this stage, our delivery experts evaluate resource commitment and actively resolve conflicts between business-as-usual operations and project needs. This phase often reveals the true level of organisational buy-in you have and we’re there to support you in building it.
Implementing the change
With structures in place, we move into delivery. Our change management consultants lead with precision and agility, ensuring:
Strong governance and proactive communication
Dynamic change control to manage scope and risk
Collaborative delivery with internal teams and technology vendors
We provide subject matter expertise to bridge gaps between technical solutions and business processes, supporting key functions like training, configuration, and readiness, especially where internal expertise may be limited.
Evaluating performance
Our approach to business change management is engineered to deliver measurable outcomes with minimal disruption to ongoing operations.
We combine quantitative KPIs and qualitative feedback mechanisms to continuously monitor the effectiveness of the tech transformation, ensuring that progress is both visible and actionable.
Reed Talent Solutions understand that transformation must coexist with business-as-usual. That’s why our service includes embedded governance and prioritisation frameworks that align project delivery with operational demands, helping your teams stay productive while change is implemented.
What sets our solution apart is its built-in adaptability to human factors. Change introduces uncertainty, and we proactively manage this through a structured communication and engagement model. Our feedback loops – integrated with all stakeholders - provide real-time insights into adoption, morale, and satisfaction, enabling us to fine-tune the rollout dynamically.
Through this methodology we can deliver a transformation that is predictable, scalable, and human centric.
Sustaining change and measuring success
Sustaining the organisational change
True success lies in sustaining the change well beyond go-live. Without dedicated effort, change can erode. Therefore Reed Talent Solutions’ specialists support you to:
Embed new behaviours, processes, and technologies
Appoint and empower ‘super users’ to lead from within
Strengthen first-line support and reduce tech dependency
Drive cultural change through leadership ownership
Reinforce benefits through ongoing performance tracking
Sustaining change means building change into your organisational DNA, making it not just a project, but a new way of working – we can help you with this every step of the way.
Measuring success
At Reed Talent Solutions, we recognise that true success is measured not at go-live, but in the sustained business outcomes that follow. That’s why our change management service includes a structured post-implementation review framework designed to assess the real-world impact of change once the future mode of operations has been embedded.
We go beyond traditional project closure by conducting dual-track evaluations:
A reflective review to capture lessons learned across delivery, governance, and stakeholder engagement.
An objective benefits assessment to determine whether the project has delivered against its original business case.
We ask the critical questions:
Have the predicted benefits been realised?
Are the project objectives and KPIs being met?
Where there are gaps, what are the root causes?
This process is not just about accountability; it’s about continuous improvement. We’re invested in your long-term success, not just project delivery.
Why choose us?
Our tried-and-tested, seven-stage change management framework is specifically designed for complex, large-scale technology-driven transformation. Unlike off-the-shelf models, our framework is tailored to your organisation’s change maturity, technology landscape, and business context - ensuring relevance, flexibility, and measurable success at every stage.
We go beyond IT implementation. Our consultants bring deep experience in aligning technology rollouts with business processes, culture, and people. We specialise in making the link between digital systems and behavioural adoption, ensuring new tools are embedded and actively used, not just installed.
We provide the right level of support for your needs, from advisory to full-scale delivery. Our agile delivery capability, combined with a broad and experienced supplier network of more than 2,500 registered consultants, allows us to flex quickly in response to changing priorities, technical complexity, or scale - without compromising quality or outcomes.
We partner with you through implementation and beyond, ensuring sustained adoption, continuous improvement, and measurable outcomes. From training super users to post-implementation reviews, we help you lock in the benefits of change and build credibility for future transformation.
Case studies
Media production and broadcast company
Expert technology ‘on-demand’ senior hiring for media giant
Bank
Delivering an IT managed service for one of the UK’s biggest banks
Education IT services provider
Providing specialist tech recruitment solutions for an IT services provider
Latest insights
FAQs
Change management in digital transformation focuses on guiding individuals, teams, and entire organisations through the transition and ‘changes’ brought about by new digital technologies. As businesses increasingly adopt digital tools, automation, and AI platforms, to enhance efficiency, customer experience, and competitiveness, managing the human side of this transformation becomes critical to success – that’s where Reed Talent Solutions comes in.
At its core, change management ensures that employees are not only aware of your digital transformation strategy, but are equipped and motivated to embrace it. This involves clear and consistent communication that explains the purpose of the transformation, the benefits it brings, and how it will impact day-to-day operations. A well-defined communication plan helps reduce resistance and fosters a culture of transparency and trust.
Training and development are also essential components of effective change management. When new digital systems are introduced, employees must be provided with the necessary skills and support to use them confidently.
Leadership plays a pivotal role in driving digital change. Strong executive sponsorship and visible commitment from management help reinforce the importance of the transformation and encourage alignment across all levels of your business.
Another key element is the cultural shift required for digital transformation. All companies going through a digital transformation must foster a mindset of agility, innovation, and continuous improvement. Change management helps embed these values into company culture, enabling teams to adapt more easily to future technological advancements.
Finally, successful change management includes mechanisms for monitoring progress and gathering feedback.
When it comes to tech transformation projects, you have to remember, tech alone does not drive success – people contribute to this too. In many cases, it’s the human, cultural and organisational aspects that can lead to failure, and change management helps to ensure success. Here are the main reasons why without change management services, technology transformation projects can fail:
Humans are naturally resistant to change – a structured approach to manage this resistance is needed.
Without change management employees may not use your new system through fear, confusion or lack of understanding.
Without the right training and support, productivity levels among employees can drop.
A lack of clear, consistent communication can cause an environment of confusion and uncertainty.
A shift in mindset is needed when it comes to digital transformation – without change management many will still revert to their old ways and cling to outdated practices – making it very difficult to embed cultural change.
Without the feedback loops and performance tracking involved in change management, it’s impossible to see what is working and where improvement is needed.
Measuring the return on investment (ROI) from change management involves evaluating both the financial and non-financial impacts of a change initiative.
First, you need to figure out the benefits and what positive results have come about because of the change – this could take into consideration increased revenue, cost savings, improved productivity, fewer user errors, improved employee and customer satisfaction. You should then add up the actual costs involved in the digital transformation such as training, new tools, consultancy fees and employee time. From this you can calculate return on investment (ROI) or return on results (ROR) using a simple formula - total benefits minus total costs, divided by total costs, and then multiply that result by 100 - to calculate a percentage.
The question here would be what sectors do not benefit from tech-focused change management consulting – the answer would be not many. It may sound obvious, but tech-focused change management consulting is valuable in most industries where digital transformation, automation and data-driven decision making are critical. Based on this, some of the top industries that would benefit from change management services include healthcare, financial services, manufacturing, retail (eCommerce) telecoms, energy and utilities, public sector and government, and education.
In layman’s terms, project management helps a company to deliver a solution/project on time and within budget – it focuses on planning and executing the rollout. Change management on the other hand, focuses on the people and adoption of the new technology. It guides your workforce through how to use and understand the tech and accept it as part of their role – changing your overall workplace culture. This is done through training, clear communications and support.
For best results a change management consultancy should be engaged early on in a digital transformation project. Ideally this should be during the planning phase. This early involvement allows the consultant to assess how the proposed changes will affect employees, workflows, and the overall organisational culture. By identifying potential resistance points and communication gaps upfront, the consultant can help shape a tailored strategy that supports user adoption and minimises disruption.
Common resistance challenges in digital transformation include fear of the unknown, lack of involvement, poor communication, change fatigue, and weak leadership support. To overcome these, companies should communicate clearly and early, involve employees in the process, pace the change to avoid burnout, and ensure leaders actively support and model the change.