Top 10 change management models: A comparison guide

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15 min
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Sep 12, 2024

Did you know that 70% of change efforts fail? This fact shows how crucial effective change management is today. Choosing the right model is key to success or failure in business changes.

Change management helps plan, implement, and guide through changes. It aims to achieve goals with less resistance. It's vital for both small improvements and big digital changes.

This guide covers 10 top transformation management models. You'll learn about Lewin's model and the ADKAR framework, among others. By the end, you'll know how to pick the best model for your needs and ensure successful adjustment.

Key Takeaways

  • Shift management is vital for successful projects and reducing resistance.
  • Many change management models exist, each with pros and cons.
  • The right model depends on the transition's scope, your company's culture, and resources.
  • Models like Lewin's and the ADKAR model are popular. They help navigate shifts and reach goals.
  • Knowing each model's components helps in managing transformation well and achieving success.

What is change management?

Change management is about helping people, teams, and organizations move from one state to another. It uses processes, tools, and techniques to manage the people's side of conversion. This ensures changes happen smoothly and last over time.

It's crucial because 70% of transformation efforts fail. Using strong change management helps organizations succeed. It makes sure changes are clear, well-planned, and supported.

Effective shift management helps in several ways:

  • Clearly define the objectives and scope of the conversion
  • Identify and engage key stakeholders
  • Develop a comprehensive communication plan
  • Assess and manage risks associated with the transformation
  • Provide training and support to affected individuals
  • Monitor progress and make necessary adjustments

Change management models offer guidance on how to implement and sustain conversion. Models like Kotter's 8-Step Change Model and Lewin's Change Management Model help by outlining steps and considerations. They make managing shift structured and clear.

"Change management is the art of influencing people to willingly accept and embrace new ideas, processes, and systems, thereby transforming organizations from within."

Using these change management methods helps organizations develop better strategies for transition. These models help leaders prepare for challenges, engage employees, and foster a culture that welcomes adjustment. This leads to growth and innovation.

1. Lewin's change management model

Kurt Lewin introduced his change management model in the 1950s. It breaks down the transformation process into three steps: Unfreeze, Change, and Refreeze. This model stresses the need for careful planning, effective action, and reinforcing changes to make them last.

The first step, Unfreezing, is about looking at the current state of the organization. It's about finding out what needs to be converted. Clear communication is key here to get employees on board and ready for shift.

Kurt Lewin's change model suggests balancing driving and restraining forces through effective communication and employee involvement.

The Change phase is where the actual changes happen. It's crucial to keep communicating, supporting, and training everyone affected. By focusing on changing behaviors, skills, and more, organizations can apply Lewin's model effectively.

Finally, Refreezing aims to make the new changes stick. This stage involves checking how well the new processes work and tracking progress. Celebrating the wins helps make the new ways part of the company's culture.

Stage

Key Activities

Unfreeze

Analyze current state, identify areas for transformation, communicate need for shift, address resistance

Change

Implement desired modifications, provide continuous communication and support, offer training

Refreeze

Review effectiveness of new processes, measure metrics and KPIs, reinforce benefits, celebrate successes

This model is great for small to midsize businesses going through big changes or culture shifts. It offers a clear plan for managing transition and overcoming obstacles, making success more likely.

However, there are challenges like resistance, lack of support, and not enough resources. By tackling these issues and tailoring the model to their needs, companies can use the unfreeze change refreeze model to successfully navigate big changes.

2. McKinsey 7-S framework

The McKinsey 7-S framework was created by consultants at McKinsey & Company in the 1980s. It's a model for understanding and managing adjustment in organizations. It includes seven elements: Strategy, Structure, Systems, Shared Values, Skills, Style, and Staff. This model helps ensure all parts of an organization work together to reach goals.

This framework focuses on how the seven elements work together. It doesn't look at each one separately. Instead, it helps leaders see how they affect each other. This way, organizations can spot weaknesses and plan to improve. Working on all seven elements at once makes transformation more likely to succeed.

"The McKinsey 7-S Model provides a comprehensive framework for understanding organizational shift across different industries. It has been applied by human resources departments for recruiting new staff members, marketing teams for developing effective strategies, and banking institutions for enhancing customer satisfaction."

The framework has "hard" and "soft" elements. Hard elements like Strategy, Structure, and Systems are easier to manage. Soft elements like Shared Values, Skills, Style, and Staff are harder to shift because they depend on company culture. Yet, both are key for lasting transformation.

Hard Elements

Soft Elements

Strategy

Shared Values

Structure

Skills

Systems

Style

 

Staff

This framework is great for big companies going through big changes or mergers. It helps leaders make sure everyone is working towards the same goals. This approach boosts staff motivation, lowers resistance to convert, and builds a shared vision for the future.

  1. Assess the current state of each element in the McKinsey 7-S framework
  2. Identify areas of misalignment or weakness
  3. Develop targeted strategies to address these issues
  4. Implement changes while continuously monitoring and adjusting as needed

By following these steps and using the McKinsey 7-S model, organizations can tackle complex changes better. This approach makes sure no important part of the organization is missed. It helps achieve the desired outcomes and builds a strong, flexible company culture.

3. Kotter's 8 steps for leading change

Dr. John Kotter, a top expert in change management and a Harvard professor, developed the 8-step change model. He studied over 100 organizations going through big changes. Kotter's theory looks at how people in the transformation process think and feel. It's a full plan for companies of all sizes starting big changes, like going digital or changing their culture.

Kotter's 8-step change model includes these stages:

  1. Create a sense of urgency
  2. Build a guiding coalition
  3. Form a strategic vision
  4. Enlist a volunteer army
  5. Enable action by removing barriers
  6. Generate short-term wins
  7. Sustain acceleration
  8. Institute change

To win, a conversion project needs about 75% support from top management. A strong team should have the sponsor, senior leaders, field leaders, and adjustment teams. The vision must match core values and be shared in five minutes to get employees on board.

Sharing the conversion vision well is key, as people often resist transformation. Problems like bad processes, resistance, poor management, rules, and structure can slow things down. Setting short goals helps keep the shift moving and motivates employees.

Kotter's 8-Step Change Model

Key Aspects

Create a sense of urgency

Identify threats and chances, spark motivation

Build a guiding coalition

Put together a team with shared goals and enough power

Form a strategic vision

Make a vision to guide the adjustment and plan for it

Enlist a volunteer army

Build a big team eager to push for transformation

Enable action by removing barriers

Clear obstacles, shift systems against the vision

Generate short-term wins

Keep track and celebrate small and big wins

Sustain acceleration

Use growing trust to adjust systems and policies

Institute change

Link new behaviors to success, plan for leadership and succession

Looking at wins and losses, setting big goals, and adding more shift agents help keep transformation going. Making adjustment part of the company's culture is the last step for lasting effects. Skipping steps in Kotter's model can cause chaos in making changes.

Kotter's change model works in business, politics, education, and sports. Tools like diagrams and flowcharts help share and put into action the transformation.

Success in change management depends on knowing the shift principles and the project's needs. With research showing only a 30% chance of successful transformation, Kotter's 8-step model offers a clear guide through change management's challenges.

4. ADKAR change management model

The ADKAR model, created by Jeff Hiatt of Prosci, is a way to manage transformation with a focus on five key parts: Awareness, Desire, Knowledge, Ability, and Reinforcement. It's great for companies going through tech updates or process changes. It helps leaders spot and fix individual barriers to shift, making sure the transition is a success.

The ADKAR model's five stages are as follows:

  1. Awareness: Making sure everyone knows why shift is needed and the reasons behind it.
  2. Desire: Showing a strong reason for shift, so people want to help and support it.
  3. Knowledge: Giving the info and training needed for people to do their part in the transformation.
  4. Ability: Giving employees the skills, tools, and support they need to make the conversion work.
  5. Reinforcement: Working with employees and stakeholders after the transformation to keep them doing things the new way and stop old habits.

This model breaks down change into steps, tackling individual concerns and challenges at each step. It makes sure employees know about the transformation, want to make it happen, and have the skills to do it.

The Prosci ADKAR model has been used in many industries, like healthcare and finance. It has helped many organizations go through big changes. Its focus on getting people ready and involved makes it a key tool for leaders wanting lasting transformation.

ADKAR Model Stage

Key Focus

Awareness

Understanding the need for transformation

Desire

Building motivation to support the adjustment

Knowledge

Providing information and training

Ability

Developing skills and providing support

Reinforcement

Sustaining the change over time

By working on each part of the ADKAR model, organizations can lay a strong foundation for shift. This ensures employees are involved, empowered, and ready to adopt new ways of working.

5. Nudge theory

Nudge theory, made famous by Richard Thaler and Cass Sunstein, is a special way to conversion behavior. It doesn't give step-by-step guides like other methods. Instead, it uses a mindset to encourage transformation. It suggests making small changes in the environment to push for desired behavior, not by direct orders.

This theory says to nudge employees towards shift in a persuasive way, not by telling them what to do. By using nudge theory, companies can lead employees to new behaviors softly. It's about thinking from the employee's view, showing how it helps them, and treating it as a suggestion, not an order. It also means listening to what employees have to say during the transformation.

Businesses looking to adjustment behavior in their employees or customers should try nudge theory. It's great for health and safety or sustainability efforts.

Change Management Model

Key Characteristics

Lewin's Change Management Model

Consists of three stages: unfreezing, changing, and refreezing

McKinsey 7-S Model

Divided into "soft" elements and "hard" elements

Kotter's Change Management Theory

Includes eight steps for guiding transformation initiatives

ADKAR Change Management Model

Consists of Awareness, Desire, Knowledge, Ability, and Reinforcement

Nudge Theory

Focuses on influencing behaviors subtly for positive outcomes

Nudge theory is one of the top 8 change management models, offering a unique approach to promoting behavioral changes within organizations.

When comparing nudge theory with other models like Lewin's, McKinsey 7-S, Kotter's, ADKAR, Bridges, Kübler-Ross, and Satir, companies can see what each offers. This helps them pick the best model for their changes.

6. Bridges transition model

The Bridges transition model was created by William Bridges, a transformation consultant. It looks at how people feel when big changes happen in organizations. This model says that change management is about helping people go through three main stages: Ending, losing, and letting go; The neutral zone; and The new beginning. By focusing on the emotional side of adjustment, leaders can better support their teams.

In the first stage, "Ending, losing, and letting go," people feel scared and uncomfortable. Leaders need to understand and support their team during this tough time. A guide to change management models says it's important to let go of the past to move forward.

The second stage, "The neutral zone," is a time of awareness and feeling vulnerable. People are between the old and new ways of doing things. Leaders should keep the lines of communication open, offer training, and create a supportive work place.

In "The new beginning," people start to see the shift in a positive light. They get used to the new way and see the good in it. Leaders should celebrate the wins, talk about the change's benefits, and keep supporting their team for success.

During changes, productivity often drops, causing stress and frustration. The Bridges model helps leaders by showing how to handle the emotional side of adjustment.

Stage

Characteristics

Leadership Actions

Ending, losing, and letting go

Fear, discomfort, resistance

Acknowledge emotions, provide support

The neutral zone

Heightened awareness, vulnerability

Open communication, training, supportive environment

The new beginning

Acceptance, optimism, embracing transition

Celebrate successes, reinforce benefits, ongoing support

This model is great for companies going through big changes like new leadership or big changes. It helps leaders understand and support their team's emotional journey. This can reduce resistance and make the transformation smoother.

Shift is not an event, but rather a process. It is the psychological journey that people go through as they internalize and come to terms with the new situation that the transition brings about.

In summary, the Bridges transition model shows how important it is to look at the emotional side of transformation. By helping employees through the stages of shift, leaders can make a supportive work environment. This helps with successful changes in organizations.

7. Kübler-Ross change curve

The Kübler-Ross change curve, also known as the five stages of grief change management model, was first created by Elisabeth Kübler-Ross. It was meant to describe the emotional journey of people facing the end of life. Now, it's used in many change management situations to help leaders understand how employees feel during big changes.

This model has five stages: denial, anger, bargaining, depression, and acceptance. These stages show the common feelings people have when they face big changes or losses. By understanding and dealing with these feelings, leaders can help their teams through big changes, as explained in this article on the Kübler-Ross change curve.

People don't always go through the stages of the Kübler-Ross change curve in order. The emotional journey can go in circles, with feelings from earlier stages coming back. Some key stages include:

  • Denial: This is when people hold on to hope that things will go back to how they were before.
  • Frustration: At this stage, people might feel annoyed or angry, asking why things are changing and how to deal with it.
  • Depression: Depression can come back several times during transformation, especially when people face new losses or changes.
  • Experimentation: This stage is about trying out new ways to adapt to the adjustment, often mixing with earlier feelings.
  • Coping: Coping means being flexible and making choices about how to handle the shift.

The Kübler-Ross change curve has been key in managing change since 1969, especially in the 1980s. It's still useful today because it helps predict and deal with the feelings people have when they go through big changes or losses.

Stage

Emotional Response

Support Strategies

Denial

Shock, disbelief, avoidance

Provide clear information, acknowledge concerns

Anger

Frustration, irritation, blame

Listen actively, encourage expression of feelings

Bargaining

Seeking compromise, negotiation

Clarify non-negotiable aspects, explore alternatives

Depression

Sadness, withdrawal, hopelessness

Offer support, validate emotions, provide resources

Acceptance

Embracing adjustment, moving forward

Recognize progress, encourage collaboration

By planning changes with the Kübler-Ross change curve in mind, leaders can lessen the negative effects on their employees. This model is very useful for companies going through big changes or downsizing. It helps teams accept and bounce back from tough times.

8. Satir change model

Virginia Satir, a famous therapist, created the Satir change model. She noticed how families handle shifts. This model works for families and businesses going through big changes, like new cultures or leadership. It helps guide companies through the emotional changes that come with big shifts.

The Satir change model has five main stages:

  1. Late status quo: This is the starting point before the transformation begins.
  2. Resistance: People naturally resist transition when it's first introduced.
  3. Chaos: As shift starts, there's confusion and resistance.
  4. Integration: Things start to settle, and people get used to the conversion.
  5. New status quo: Everyone adjusts and gets used to the new way of doing things.

Knowing these stages helps leaders support their teams during changes. Good communication is key at each stage. It helps address worries, set clear expectations, and keep morale up.

"The Satir change model is a powerful tool for navigating the complex emotions that arise during organizational transformation. By providing a roadmap for the journey, it helps leaders guide their teams towards successful adoption and integration of new initiatives."

Stage

Characteristics

Leadership Actions

Late status quo

Comfort with current state

Prepare for adjustment, assess readiness

Resistance

Pushback, anxiety, skepticism

Communicate vision, address concerns

Chaos

Confusion, decreased productivity

Provide support, clarify roles and expectations

Integration

Gradual acceptance, experimentation

Offer training, encourage collaboration

New status quo

Adoption of shift, new normal

Celebrate successes, reinforce new behaviors

Using the Satir change model helps organizations handle transformation better. It makes the transition smoother and leads to better results for everyone involved.

9. Resistance to change model

The Resistance to Change model, created by Rick Maurer, helps us understand why people resist shifts. It shows that up to 70% of changes fail because of employee resistance. This model helps us find out why people resist and how to make changes work.

Maurer's model breaks down resistance into three levels:

  1. Level 1: Lack of information or understanding
  2. Level 2: Emotional reactions, such as fear or mistrust
  3. Level 3: Deeply held beliefs or values that conflict with the proposed shift

To tackle resistance, the model offers several strategies. These include giving clear information, talking openly, involving employees, addressing feelings, and making sure the transformation fits with the company's values.

This model is great because it listens to those affected by conversion. By hearing employee concerns and involving them, companies can gain trust and support. This is especially useful for companies facing a lot of resistance to adjustment.

When using this model, it's important to think about your company and the change you're making. Tailoring strategies to employees' needs helps make change work better and last longer. For more info, check out Freshworks' guide to change management.

"Change is hard because people overestimate the value of what they have—and underestimate the value of what they may gain by giving that up." - James Belasco and Ralph Stayer

The Resistance to Change model is a key tool for companies facing the challenges of change. By tackling the reasons behind resistance, companies can boost their chances of success. This leads to a workforce that's more resilient and adaptable.

10. PDCA cycle

The PDCA (Plan-Do-Check-Act) cycle, also known as the Deming Cycle, is a four-step process for ongoing improvement in change management. It was developed by Dr. Williams Edwards Deming. This model helps businesses plan for change, put it into action, check how it goes, and make adjustments to get better. It's great for companies wanting to keep improving or handling big changes.

The four stages of the PDCA cycle are as follows:

  1. Plan: Identify the problem, collect data, and develop a plan of action.
  2. Do: Implement the plan on a small scale, testing the proposed changes.
  3. Check: Analyze the results, comparing them to the expected outcomes, and identify any areas for improvement.
  4. Act: If the change was successful, implement it on a larger scale. If not, use the lessons learned to adjust the plan and begin the cycle again.

The PDCA cycle helps organizations keep getting better by refining their change management. It lets businesses test changes on a small scale first. This way, they can lower risks and increase the chances of success.

"The PDCA cycle provides a structured approach to testing, refining, and scaling change efforts, making it an invaluable tool for businesses seeking to drive continuous improvement."

The PDCA cycle is simple and flexible compared to other change management models. While models like the McKinsey 7-S framework focus on aligning different parts of an organization, and Kotter's 8-step process emphasizes leadership and vision. The PDCA cycle works well for a variety of changes, from small improvements to big changes in a company.

Model

Key Elements

PDCA Cycle

Plan, Do, Check, Act

McKinsey 7-S

Strategy, Structure, Systems, Skills, Staff, Style, Shared Values

Kotter's 8-Step Process

Urgency, Coalition, Vision, Communication, Empowerment, Short-term Wins, Consolidation, Anchoring Change

ADKAR

Awareness, Desire, Knowledge, Ability, Reinforcement

In summary, the plan-do-check-act model is a strong way to drive ongoing improvement and manage change in companies of all sizes and types. By using the PDCA cycle, businesses can create a culture of innovation, flexibility, and resilience. This helps them stay ahead in a changing business world.

How to select the right change management model

Choosing the right change management model is key to making big changes work. When picking a model, think about the change's size, your company's culture, what resources you have, and what you want to achieve. Most change models focus on top-down changes but often ignore important factors like trust, leadership skills, and how ready people are.

For simple changes, Lewin's or ADKAR models might be enough. But for big, complex changes, you might need frameworks like McKinsey 7-S or Kotter's 8-step. If your team often resists change, consider models like Bridges Transition Model or Kübler-Ross Change Curve. Remember, some models, like PDCA cycle or Nudge theory, need special knowledge or resources.

Change experts should use proven steps like checking if the organization is ready, making changes fit the company, and encouraging trying new things. The best approach might mix parts from different models to fit your company's specific needs and goals. Remember, picking the right model is an ongoing task as your organization grows and faces new issues.

FAQ

What is change management?

Change management is about planning and guiding changes in organizations. It aims to make changes smoothly and effectively. This process helps people, teams, and organizations adjust to new situations.

Why is change management important?

Change is hard, especially for big and complex businesses. A good change management process is key. It helps plan and execute changes well.

How do change management models help organizations?

Change management models guide organizations from idea to action. They offer frameworks that help leaders drive change. This leads to better business outcomes.

What are the benefits of using change management frameworks?

Frameworks make change easier and solidify it as the new standard. They help overcome resistance and support businesses in achieving their goals.

What are change management models?

Models are concepts and methods for managing change. They help businesses navigate through changes. This ensures changes are accepted and used correctly.

How can understanding change management models help enterprises?

Knowing about change management models helps businesses use best practices. This leads to more effective and strategic change projects.

What are the steps in Lewin's change management model?

Lewin's model has three steps: Unfreeze (preparation), Change (implementation), and Refreeze (reinforcing the new norm).

What types of businesses would benefit most from Lewin's model?

Small to midsize businesses with big changes would gain from Lewin's model. It offers a clear way to manage change and reduce resistance.

What are the components of the McKinsey 7-S model?

The McKinsey 7-S model includes seven parts: Strategy, Structure, Systems, Shared Values, Skills, Style, and Staff.

What types of organizations would benefit most from the McKinsey 7-S framework?

Large companies going through big changes or mergers would find the McKinsey 7-S framework useful. It helps leaders align different parts of the organization for change.

What are the steps in Kotter's 8-step process for leading change?

The steps are: Create urgency, build a change team, define a vision, communicate with everyone, identify obstacles, set short goals, keep momentum, and sustain changes.

What types of businesses would benefit from Kotter's 8-step change model?

Any business starting big changes, like digital transformations or cultural shifts, would use Kotter's model. It offers a detailed plan for complex changes.

What are the goals of the ADKAR change management model?

The ADKAR model aims for five main goals: Awareness, Desire, Knowledge, Ability, and Reinforcement.

What types of businesses would benefit from the ADKAR model?

Companies introducing new technology or processes would gain from the ADKAR model. It helps leaders tackle individual barriers to change for successful adoption.

What is the focus of nudge theory in change management?

Nudge theory uses a mindset to encourage change. It finds ways to nudge employees towards change on their own.

What types of businesses would benefit from applying nudge theory?

Any business looking to change employee or customer behavior would benefit from nudge theory. It's great for health and safety or sustainability efforts.

What are the stages in the Bridges transition model?

The Bridges model has three stages: Ending, losing, and letting go; The neutral zone; and The new beginning.

What types of businesses would benefit from the Bridges model?

Companies going through leadership changes, mergers, or big restructuring would use the Bridges model. It helps leaders support employees through change.

What are the five stages of the Kübler-Ross change curve?

The stages are: Denial, Anger, Bargaining, Depression, and Acceptance.

What types of businesses would benefit from the Kübler-Ross model?

Companies facing major changes or downsizing would benefit from the Kübler-Ross model. It helps manage employees' emotional reactions to change.

What are the stages in the Satir change model?

The Satir model has five stages: Late status quo, Resistance, Chaos, Integration, and New status quo.

What types of businesses would benefit from the Satir model?

Companies going through cultural or leadership changes would use the Satir model. It guides them through the emotional changes.

What are the levels of resistance in the Resistance to Change model?

Maurer identifies three levels: Lack of information or understanding, emotional reactions, and deeply held beliefs or values.

What types of businesses would benefit from the Resistance to Change model?

Companies facing employee resistance to change would benefit from the Resistance to Change model. It helps identify and address resistance causes.

What are the steps in the PDCA cycle?

The PDCA cycle has four steps: Plan, Do, Check, and Act. It's a process for continuous improvement in change management.

What types of businesses would benefit from the PDCA cycle?

Companies aiming for continuous improvement or dealing with complex changes would use the PDCA cycle. It offers a structured way to test and improve changes.

How can organizations select the right change management model?

Choosing the right model depends on the change type, organization culture, resources, and desired outcomes. Consider the change complexity, culture readiness, resources, and outcomes. Sometimes, combining elements from different models works best for the organization's unique needs.

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A recent survey by the Bureau of Labor Statistics found that 58% of job seekers have gotten at least one job offer. Accepting a job offer is a big step in your career. It starts a new chapter full of chances for growth. But, it can be tough, especially for newcomers or those out of practice. This guide will help you through the steps of accepting a job offer professionally. We'll give you an example email and tips for a smooth start in your new role. Follow these tips to accept your job offer with confidence and begin your new job well.
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4 Steps to Crafting Employee Development Plans That Fuel Success

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7 min
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August 7, 2024
Did you know that 94% of employees would stay at a company longer if it invested in their career development? In today's job market, employee development plans are key for companies to keep top talent. These plans help employees grow professionally and improve their skills. This benefits both the employee and the company.
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What is Organizational Development? A Complete Guide

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7 min
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August 2, 2024
Organizational development aims to make a company more competitive by creating unique strengths. These can be people, new products, top-notch service, or a special culture. It's different from random changes because it focuses on making the company better over time. In today's fast-changing world, being able to adapt is vital. That's why organizational development is more important than ever. It helps companies stay flexible and keep up with changes.
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The Evolution of HR: The Rise of Project Management in Human Resources

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7 min
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August 1, 2024
In recent years, the business world has witnessed a significant transformation in the role of Human Resources (HR) departments. No longer confined to traditional administrative tasks, HR has evolved into a strategic partner, playing a crucial role in shaping organizational success. This shift has given rise to a new and increasingly important position: the HR Project Manager. To understand this evolution and its implications, we turn to Yuliia Kushnir, HR Project Manager at RISK, for her insights and experiences.
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Examples of successful employer branding initiatives: deep review from Helen Velychko, RISK Employer Brand Manager.

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9 min
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July 30, 2024
Did you know 59% of employers now see employer branding as key to their HR strategy? Today, companies are investing heavily in strategies to attract top talent, showcasing their unique culture and what sets them apart. As RISK's Employer Brand Manager, Helen Velychko has developed a reputation for her pragmatic approach to employer branding. Her strategy involves studying successful initiatives across various industries, not just igaming, to find innovative ideas that could benefit RISK. Today, we'll explore some of the employer branding case studies that Helen finds particularly insightful.
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What Are Fringe Benefits and Should You Offer Them?

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6 min
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July 25, 2024
A whopping 68% of job seekers want to know what companies offer in benefits. Yet, 36% of HR pros say their company doesn't share this info at first. In today's job market, fringe benefits can make or break a job offer for top talent. Companies compete for skilled workers by offering great benefits to keep them. Fringe benefits, or employee benefits, are extra perks given by companies. These can be health insurance, retirement plans, paid vacation, and more. Some perks go to all staff, while others are for top executives or certain jobs. Companies use these benefits to draw in, motivate, and keep top talent.
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The CMO's Guide to Healthy Marketing: An Interview with Andrii Kariakin, RISK CMO

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6 min
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July 22, 2024
In today's fast-paced business world, understanding whether your marketing efforts are truly effective can be a challenge for many company leaders. To shed light on this crucial topic, we sat down with Andrii Kariakin, the Chief Marketing Officer at RISK, to discuss how executives can gauge the health of their marketing strategies and ensure they're on the right track.
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How to Manage and Resolve Conflict in the Workplace

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8 min
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July 18, 2024
A recent study found that 53% of employees ignore "toxic" work situations. This can hurt productivity and make people unhappy at work. Workplace conflicts can cost up to $359 billion a year. It's key for managers and HR to know how to solve these issues to keep the workplace healthy. Workplace conflicts often come from different opinions, competing goals, unclear expectations, feeling unfairly treated, or political and social disagreements. These conflicts can be about work or personal feelings. If not handled, they can make work less productive, lead to more people leaving, and even cause legal problems.
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Leadership vs. Management: 5 Tips to Become a Better Leader

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6 min
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July 15, 2024
A Gallup study showed that followers want trust, compassion, stability, and hope from their leaders. But, many articles focus on improving weaknesses instead of building on strengths. This overlooks the key difference between leadership and management, which are both crucial for success. While managers and leaders share some skills, it's important to know their main differences. Managers plan, organize, and direct to meet company goals. They set goals, budgets, and strategies to improve performance and productivity.
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9 Types of Employment Contracts You Should Know

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8 min
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July 12, 2024
There are many types of contracts, like part-time, fixed-term, and freelance ones. Each has its own pros and cons for both sides. Learning about them helps you make choices that fit your needs or goals, leading to better working relationships.
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Oleksiy Kaplunov: iGaming Interviews ► Risk Inc Blog

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7 min
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July 11, 2024
In the fast-paced world of iGaming, financial leadership plays a crucial role in steering companies towards success. We had the privilege of sitting down with Oleksiy Kaplunov, the Head of Finance at RISK, to gain insights into his approach to financial management, team building, and navigating the unique challenges of the igaming industry. In this candid interview, Oleksiy shares his thoughts on industry knowledge, the qualities of an ideal iGaming CFO, and strategies for maintaining work-life balance in a high-pressure environment.
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Strategic Workforce Planning 101: Framework & Process

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10 min
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July 3, 2024
Your organization's success depends on having the right team in place. More than 70% of companies see keeping their best people as a big challenge. This is where strategic workforce planning (SWP) comes in. It's about spotting any skills or knowledge gaps and making a plan to fill them. This ensures your team has everything they need to meet the company's goals now and in the future.
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Top 6 Communication Skills and How to Improve Them

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10 min
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June 28, 2024
Mastering communication skills is vital today. It's key for success in personal and professional life. Good communication helps build relationships and grow your career. Studies show our body language, like facial expressions, matters a lot too. At work, good communication is crucial. A Gallup report found 70% of a team's energy depends on the manager's skills. This says a lot about how leadership talks to the team. Working on these skills can make you shine in interviews and push your career forward.
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Employee Engagement Strategies for a Better Workplace Environment

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7 min
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June 27, 2024
Did you know only a small fraction of employees worldwide, 23%, and in the U.S., 33%, are "engaged"? This comes from Gallup's study. It shows how important engagement is at work. Engaged folks do more than just turn up. They are 17% more productive, make their companies 23% more money, and keep customers 10% more satisfied. These facts point to the big change better engagement can bring in every business.
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Engaging Generation Z in the Workplace: Strategies for Effective Internal Communication and Collaboration

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5 min
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June 27, 2024
As Generation Z enters the workforce, organizations must adapt their communication strategies to effectively engage and retain this unique demographic. Born between the mid-1990s and early 2010s, Gen Z is set to outnumber Millennials worldwide, making up 27% of the job market by 2025. Inna Kutsak, Senior Communications Manager at RISK, shares her insights on the secrets to successful communication with Gen Z employees.
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4 Types of Key Performance Metrics To Track

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10 min
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June 24, 2024
Did you know that comparing profitability metrics can help find key business changes? Looking at numbers, from how productive we are to what we sell, helps a lot. This way, we know where to aim for and what to change to get there.Measuring performance metrics is important for a few reasons. It helps us see our growth. It also lets us compare where we are now to where we want to be. And, it guides us in making smart moves to reach our goals. Understanding key performance metrics is key for any business's success. For example, knowing how productive we are and our profit margin is crucial. It helps businesses thrive and hit their strategic targets.
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The Best-Kept HR Secrets for Creating a 'Wow-Atmosphere' in the Digital Workplace

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6 min
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June 21, 2024
Insights from Yuliya Kushnir, RISK HR Project Manager, on Fostering Connection and Collaboration in the Digital Workplace In the ever-evolving landscape of modern work, where remote teams and digital communication are the norm, the role of HR professionals has never been more crucial. How do you build a company culture that thrives when employees are scattered across time zones and screens? How do you ensure that everyone feels connected, valued, and motivated?
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Employee Life Cycle: The Ultimate Guide

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8 min
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June 20, 2024
Did you know that most job seekers are attracted to organizations that look after their brand? The employee life cycle is key. It's about the whole journey between an employee and their workplace. This journey starts from hiring and lasts till they depart. Knowing about the employee life cycle helps a lot. It lets you connect with people at every step. This, in turn, helps you find the right talent, make employees happier, and boost your company's success. We are going to dig deep into each of the seven stages. And we'll share tips to make each stage the best it can be for your employees and your company.
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10 Essential Project Management Skills to Succeed

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6 min
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June 14, 2024
By 2026, the market for project management software is set to hit $17.5 billion. It will grow at a rate of 12% annually from 2021. This shows there's a big need for project managers who know their stuff. To turn your natural skills into a successful project management career, you need to work on 10 key skills.
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eNPS as a Key Element in Building Two-way Communication and Employee Loyalty

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5 min
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June 12, 2024
At RISK, a mantra echoes through our halls (well, virtual halls, as many of us work remotely): "People are our key value." It's not just a catchy slogan. It's the beating heart of our company culture, the guiding principle behind every decision we make. And that's why employee loyalty research, also known as eNPS, isn't just a box-ticking exercise for us – it's a window into the soul of RISK.
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The 10 Essential HR Metrics You Absolutely Need to Watch

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10 min
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June 6, 2024
Are your HR metrics helping lead your company to victory? In today's fast changing world, making choices based on data is key. This is especially true for businesses that want to keep and grow their top talent. So, what HR metrics are essential for getting useful info and boosting sustainable growth?
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Keeping Pace on the iGaming Track: Insights from Kazakhstan

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6 min
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June 6, 2024
In the rapidly evolving world of iGaming, staying ahead of the curve is crucial for success. At RISK, we pride ourselves on our ability to adapt to changing market conditions and capitalize on emerging opportunities. To gain a deeper understanding of the current state of the industry and our plans for the future, we sat down with Yuriy Kralyuk, theHead of Kazakhstan Region @RISK. In this candid conversation, Yuriy shared his insights on the trends shaping the iGaming market and how RISK is positioning itself for growth in 2024 and beyond.
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From Support to CRM Manager: The Inspiring Journey of Dmytro Tsapenko at RISK Company

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6 min.
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May 21, 2024
In the fast-paced world of the iGaming industry, where passion, vision, and strong values drive success, RISK Company shines as a beacon of excellence. At the core of RISK's remarkable story are our employees – the true heroes who continuously raise the bar, propel projects to new heights, and fearlessly embrace challenges. Today, we explore the inspiring journey of one such hero, Dmytro Tsapenko, whose unwavering dedication and passion have transformed his career and left an indelible mark on the company.
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Product Manager vs. Product Owner: Who's Who?

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12 min
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May 16, 2024
It’s very important to know the difference between a product owner and a product manager. This understanding helps teams meet their goals and make products customers love. Without clear roles, it's hard to get a project done well. Knowing what each role does makes teamwork better and tasks clearer.
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Navigating the Legal Landscape of AI-Generated Content in iGaming: Opportunities and Challenges

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8 min
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May 14, 2024
The rise of automated text creation presents significant opportunities for iGaming businesses to expand their reach and improve user engagement. By leveraging AI-powered tools, companies can generate vast amounts of content, such as game descriptions, promotional materials, and even personalized recommendations, in a fraction of the time it would take human writers. This efficiency enables iGaming platforms to cater to a wider audience and deliver tailored experiences that keep users coming back.
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The Metaverse: A Playground for the Future of Marketing

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10 min
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May 3, 2024
Imagine a world where you can step into a virtual store, design your perfect pair of custom sneakers with a virtual reality headset, and have them delivered to your doorstep – all without leaving your couch. Or, picture yourself attending a live soccer match with your friends from all over the globe, where you can cheer, communicate, and interact with the performers in a shared virtual space. That's the kind of future the metaverse promises, and it's fundamentally changing how businesses think about marketing.
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Mastering Expectation Management: Tips & Strategies

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10 min
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April 29, 2024
Expectation management is key for success. With these smart strategies and continuous updates, projects can stay on track. This creates a work culture filled with trust, teamwork, and always getting better.
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Unlocking Success in the iGaming World Essentials

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6 min
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April 29, 2024
In this article, we will delve into the essential insights that can navigate you for better understanding of the gambling world. We will explore the different factors that contribute to success in the gambling industry and provide expert guidance on how to navigate this competitive landscape.
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Boost Collaboration: 5 Tips to Improve Your Teamwork Efficiency

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5 min
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April 29, 2024
In the world of business, working well as a team is vital to success. Did you know effective teams are 5 times more likely to do well and meet their goals? By improving how we talk to each other and building a united team, companies can really boost their productivity.
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How Riskers elevate customer support and their careers

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4 min
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April 17, 2024
What comes to mind when you think of customer support? A corporate machine with constantly changing operators who read from scripts like robots. But if you look at the RISK support team, you’ll see the opposite picture: minimal turnover and support agents speaking in a simple language.
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The Riskers at Cannes Lions: How we back talents

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4 min
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March 20, 2024
Feeling like you’re stuck in the same old routine at work? Every specialist needs a breath of fresh air for inspiration now and then. Our team believes in the power of industry contests. This time, we’ll dive into Cannes Lions – the international festival of creative communications and advertising through the stories of our Riskers!
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The RISK Mindset: An Exclusive Interview with RISK CEO Max Potomkin

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5 minutes
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February 9, 2024
We're about to delve deep into the core of what drives the Riskers. Just as our team charts the course for the entire company, it's the backbone of our team that steers us through these waters. So, let's dive into a sneak peek of the wisdom shared by our captain, Max Potomkin, CEO of RISK.
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How to thrive on the edge

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5 minutes
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December 27, 2023
High-risk businesses demand more from their leaders.
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What kind of tribe is the Risk.Inc team?

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6 minutes
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December 26, 2023
People shape and move any company. What brings professionals from around the world together under one roof? Shared principles and values.
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