A Guide to Utilizing Low-Code and Change Management: Maximizing Enterprise Agility

Quixy Editorial Team

June 19, 2024

Enterprises of substantial size are taking initiatives to optimize their organizations. We see this regularly in the public sector, as agencies strive for effective gains through modern technologies, such as Application Performance Monitoring (APM), Cloud Migration, Low-Code and no-code Platforms, DevOps, and a few others.  

This blog, Optimizing Enterprise Modernization: A Guide to Utilizing Low-Code and Change Management, aims to provide a comprehensive roadmap for organizations looking to harness the power of low-code platforms while effectively managing the changes they bring. We will explore the synergies between low-code development and change management, offering best practices, strategies, and real-world examples to help your enterprise navigate the complexities of digital transformation with confidence and agility.

Change Management  

Implementation of these modern tools with legacy systems has disrupted business operations. Companies can’t stay stuck in ways to experience modern workflow. The Organization, Management, and Employees should all come down to change. It is acknowledged that this critical change management has become a key pillar for success in optimizing modern enterprises.  

The Cost of Ignoring Change Management   

Organizations must consider the change management process to avoid significant project delays, project burnout, and overall costs. This results in the demotivation of staff and affects their morale and productivity. Operational efficiency declines, which results in customer satisfaction. The opportunities for the company miss out, resulting in a decrease in revenue and market share.  

What is the Change Management Process?  

Change Management is the systematic approach to managing the transition of an organization’s work model, processes, or technology. The goal is to ease the adoption of new methods and technologies, ensuring minimal disruption and maximum efficiency. Effective change management involves several well-established methodologies, each offering a unique framework to guide organizations through change.

Some of the most prominent change management models include:

• ADKAR Model: Focuses on Awareness, Desire, Knowledge, Ability, and Reinforcement. It is widely adopted for its structured approach to creating a successful change management framework.
• Lewin’s Change Management Model: Consists of three phases—Unfreeze, Change, and Refreeze—emphasizing the importance of preparing for change, implementing it, and solidifying new practices.
• Kotter’s 8-Step Change Model: Outlines eight crucial steps for leading change, including creating urgency, forming powerful coalitions, and embedding new approaches in the culture.
• McKinsey 7-S Model: Highlights seven interdependent factors—Strategy, Structure, Systems, Shared Values, Skills, Style, and Staff—that must be aligned for successful change.
• Bridges Transition Model: Differentiates between change and transition, focusing on the psychological journey people experience as they adapt to new situations.
• Burke-Litwin Model: Emphasizes the complex relationships between different organizational elements, such as leadership, work climate, and external environment, and how they impact change.

Each of these models provides a structured methodology to help organizations manage the complexities of change. By selecting and tailoring the right model to fit their specific needs, companies can effectively guide their teams through transitions, ensuring smoother implementation and better outcomes.

Also Read: What is Organizational Change Management?

Change Management Process Steps

The change management process begins with a firm understanding of the principles. The effectiveness of elements depends on the organization’s specific goals.  

1. Identify the Change   

In change management, it is essential to recognize the company’s opportunities and threats and evaluate the worth of adjusting those goals. Organizational change can be identified in distinct aspects, such as culture, communication, training, and issues related to the company.  

2. Identifying the Goals   

For change management, the goals set by the organization should be strategic and determined by the performance process. Experts suggest using structured methodologies like STAR Goals to have progressive change management. Where the goals created by the SMART method are easy to understand, universally applied, and measured.  

3. Outlining the effects of changes   

Every change requires time and support. The organization should always provide support for employees. This aims for better communication and unifies the goals at the entry-level with effective changes that are expected to come in business.  

4. Identifying Stakeholder’s perceptions  

As the critical move of an organization, employees and stakeholders should also be involved throughout the change management process. The investors, being aligned to the goals, will help initiate the easy flow of the change management process.  

5. Crafting a Change Management Plan  

For crafting a change management plan, leaders can pick one strategy from four Types of Change Management approaches. Depending on the organization’s needs and goals, the leaders pick the plan. 

Types of Change Management

1. Exceptional Change

Not every change needs to be an ongoing process. Exceptional changes are small instances that occur in an organization whenever necessary.

For example, rebranding will impact many teams, while employees switching teams will only affect two departments.

2. Incremental Change

These changes are implemented over time to avoid sudden shifts. For instance, updating IT technology can be considered an incremental change. Leaders plan to upgrade existing technology with a modern workflow.

3. Pendulum Change

This is a change that occurs when there is a need for dramatic shifts from one position to another. It has an adverse change, like a swinging clock pendulum.

For instance, this change in management occurred during the early days of COVID-19. During the lockdown, the company had to move its work fully online and virtual. Such a change involves a shift in the direction and goals of the company.

4. Paradigm Change

Paradigm Change management is implemented when organizations integrate a new belief. These initiatives are aligned across different organizational levels. The policies and new core values can be widespread, while other updates like resources and languages support the changes.

For instance, Introducing Agile Methodologies involves adopting new frameworks, a company changing its core values to customer satisfaction, and a few paradigms change management.  

Also Read: Business Process Management Systems

Ways to Implement Change Management Process Effectively  

After identifying the changes, embedding the goals, and analyzing the results, it is time to implement the change management system. To attain the goals, you need a specific element, like  

1. Training and Development for Users

The organization should ensure comprehensive training for staff and employees as the changes will affect their workflow. Transforming the change might be difficult, but the organization should support employees at every level. Elected leaders should be properly coached on the benefits and development of the organization so they can effectively pass on the knowledge.

2. Communication and Feedback Channels

Communication is vital in change management. Scheduling recurring meetings will help improve effective communication. The change management leader should actively understand the needs of every department. A proponent can also be a primary point of contact for addressing employees’ questions.

3. Managing Resistance and Addressing Concerns

Changes implemented in organizations need time to take effect. It takes time for departments to undergo the transition you are trying to implement. Having tools like change management will help firms overcome resistance, ease concerns, and quickly achieve their change management goals.

4. Embedding the Change for Long-Term Success

Identifying and implementing change is only the first step of the change management process. The crucial part is analyzing the process. Leaders should take the initiative to measure the changes made and understand what to focus on during the next change process.

Here are some essential things to strengthen your strategic change management process:   

1. Try implementing the change in phases and breaking down your goal into various objectives. Align the goals with deadlines and create direction to ensure the goals are achieved with each other’s support.  

2. At times, team members deviate from their goals and might not understand why change is required. This resistance should be handled when a pushback or a question occurs.  

3. In the process of change, employees and teams are perfect sources for gathering feedback. Ask for feedback on whether you are making progress or have achieved your objectives.  

Synergy of Low-Code and Change Management

Technology is utilized and implemented in every department as part of the organizational change management process. Companies initiating changes can disturb service and performance. However, enterprise services that leverage the IT Change Management process with low-code platforms can minimize service disruption.  

Benefits of using No-Code, Low-code in IT Change Management Process:  

1. Low code application brings quick solutions with customized solutions that stream constant and consistent values to business.  

2. Change management uses low-code technology to reinforce the knowledge needed to build modern solutions.  

3. Cost implementation will be a challenge for any modernization effect. Here, low-code companies can build enterprise applications for projects that can be shared with similar navigation and characteristics.  

4. Change management with a No-code application will increase user satisfaction by boosting their ability to manage change.  

5. Companies can seamlessly integrate their existing application with the modern enterprise solution with a low-code framework.  

6. With low code, enterprises can discover innovative solutions for automating recurring workflows.  

7. Using low code, companies can build custom Enterprise solutions with shallow risk.  

8. By investing in a Low-code platform, companies can experience their total change management practices and reduce the burden of training teams. You can also get real-time updates for fast communications.  

Also Read: How Can BPM Solutions Revolutionize Your Operations?

Examples of Using Low-Code Platforms in Change Management

• Digital Transformation: Streamlining processes and modernizing operations.
• Automating Routine Tasks: Reducing manual work and increasing efficiency.
• Building Internal Communication Tools: Enhancing collaboration and information sharing.
• Integrating Cloud Systems: Ensuring smooth and secure cloud adoption.
• Expanding Infrastructure Frameworks: Scaling up infrastructure to meet growing demands.
• Opting for Agile Transformations: Facilitating Agile methodologies and practices.

By leveraging low-code and no-code platforms, companies can effectively manage change, minimize disruptions, and achieve a seamless transition to modern, efficient operations.

Conclusion

Organizations should follow a change management system for an effective growth system. However, integrating modern technology with legacy systems can cause many disruptions in business operations. Ignoring this can result in a significant delay in projects and decrease employee morale and productivity.  

Using Low-Code No-Code platforms, management can provide quick, customized solutions with minimized disruptions. Proper change management can foster long-term success and keep an organization competitive. 

Frequently Asked Questions(FAQs)