Digital transformation can bring incredible opportunities for businesses—streamlined processes, improved efficiency, and new ways of working. But let’s face it: change is hard, especially when people resist it. No matter how innovative your digital transformation strategy is, it won’t succeed unless your team is on board. That’s where the ADKAR model can make a big difference.
ADKAR, which stands for Awareness, Desire, Knowledge, Ability, and Reinforcement, focuses on managing change at the individual level. It’s a powerful framework for helping employees embrace transformation by addressing their resistance head-on. When paired with change management software tools, ADKAR can transform resistance into enthusiasm, paving the way for a smoother, more successful digital transformation.
Here’s how to apply the ADKAR model to overcome resistance in your organization and ensure that your digital transformation strategy thrives.
Understanding why resistance happens
Before diving into ADKAR, it’s important to understand why people resist change in the first place. Resistance can take many forms—outright rejection of new tools, subtle reluctance to adapt, or even unspoken frustrations. Some common reasons include:
- Fear of the unknown: People worry about how change will affect their job security or daily responsibilities.
- Lack of awareness: Employees may not understand why the change is happening or what benefits it will bring.
- Overwhelm: New technology or processes can feel intimidating, especially without proper training or support.
- Comfort with the status quo: Many people prefer sticking to what they know rather than learning something new.
By using the ADKAR model, you can address these challenges step by step, helping employees feel informed, empowered, and supported as they navigate change.
Using the ADKAR model to address resistance
1. Awareness: Communicate the “why” behind the change
Resistance often stems from a lack of awareness. If employees don’t understand why a digital transformation is necessary, they’re less likely to support it. The first step in ADKAR is creating awareness of the need for change.
How to do it:
- Host town halls, team meetings, or virtual webinars where leadership explains the purpose of the transformation. For example, emphasize how a new system will reduce repetitive tasks or improve customer experiences.
- Use change management software tools to deliver targeted communications, such as emails or in-app notifications, that clearly outline the goals and benefits of the transformation.
When employees understand how the change aligns with the company’s mission and their own day-to-day work, they’ll be more open to embracing it.
2. Desire: Build motivation and address concerns
Even if employees are aware of the need for change, they might not feel motivated to participate. This is where you need to focus on building desire by addressing their concerns and demonstrating how the transformation will benefit them personally.
How to do it:
- Involve employees early in the process. Host focus groups or surveys to gather their feedback and concerns about the upcoming change.
- Use change management software tools to create transparent feedback loops. Employees can voice their concerns, and you can address them quickly and effectively.
- Share success stories from other teams or companies that have gone through similar transformations. Highlight how the changes improved their workflows or job satisfaction.
By acknowledging employee concerns and showing that their voices matter, you can increase their willingness to participate in the transformation.
3. Knowledge: Provide training and resources
Resistance often arises when employees feel unprepared to use new tools or adopt new processes. The third step of ADKAR focuses on equipping employees with the knowledge they need to succeed.
How to do it:
- Offer comprehensive training programs tailored to employees’ roles. For example, teach customer service staff how to use a new CRM system while training managers on how to analyze the data it generates.
- Use change management software tools to deliver training materials, such as step-by-step guides, video tutorials, and interactive quizzes. Many tools allow you to track participation and identify employees who may need additional support.
- Set up a support system, such as a dedicated help desk or peer mentors, so employees have someone to turn to if they have questions.
By giving employees the knowledge they need to succeed, you’ll help them feel more confident and capable of adapting to the change.
4. Ability: Create opportunities for hands-on practice
Knowledge alone isn’t enough—employees also need the ability to apply what they’ve learned. This step focuses on helping employees develop the skills and confidence to use new tools and processes in their day-to-day work.
How to do it:
- Create a “sandbox” environment where employees can practice using new software or tools without fear of making mistakes.
- Use change management software tools to assign role-based tasks and track employees’ progress as they build their skills.
- Encourage managers to provide real-time coaching and feedback as employees begin using the new tools.
The more opportunities employees have to practice, the more comfortable they’ll become—and the less likely they’ll be to resist the change.
5. Reinforcement: Ensure the change sticks
Even if employees successfully adapt to a change, there’s always a risk they’ll revert to old habits. The final step in ADKAR focuses on reinforcement to sustain the change over time.
How to do it:
- Celebrate milestones and successes, such as reaching a certain adoption rate or completing a major phase of the transformation.
- Use change management software tools to automate follow-ups, such as reminders, refresher training, or satisfaction surveys.
- Continuously monitor how the change is impacting the organization, and make adjustments as needed to ensure long-term success.
Reinforcement is critical for embedding change into the company culture and ensuring employees don’t fall back into outdated practices.
Why ADKAR and change management software tools work
The ADKAR model works because it’s people-focused—it addresses resistance at the individual level rather than treating change as a one-size-fits-all process. When combined with change management software tools, it becomes even more powerful. These tools provide the structure and scalability needed to communicate, train, and support employees throughout the transformation journey.
By using ADKAR as a guide, you’ll not only reduce resistance but also foster a culture of adaptability and continuous improvement—essential qualities for navigating today’s rapidly changing business landscape.
