The EASIER Change Management Model has six steps:

1. Envision: Develop a vision statement that encapsulates the direction that the organization wishes to go. This vision should include the ultimate goal the organization hopes to reach and should be agreed upon and phrased in a way that inspires the majority of the organization’s members. These goals should be applicable to the entire company and also strategically aligned with the broader environment of the industry.
2. Activate: Clearly communicate the vision to every employee in the organization, specifically, detailing exactly what their role should be in order to achieve the larger goals. Additionally, communication should clearly outline the current state of the company, where it hopes to be and how employee participation will help it get there. This will help to ensure that each employee is involved in the change process. In particular, the EASIER model is most effective when managers encourage employee ownership and dedication to the change process. If employees are not fully “activated,” change can still occur; however, it will take the form of persuasion, which could diminish employee well-being.
3. Support: It is the responsibility of the manager(s) to act as a support system through the change process. This involves being available to answer questions, being empathetic, and continually rewarding employees for their contributions. Because disgruntled employees pose a threat to the buy-in of the change process, having supportive leadership will help to minimize many of the impediments to successful change.
4. Implement: Before enacting the change, it is crucial that all employees understand the risks associated with the change, the manner in which employees must behave to ensure successful change as well as the tasks for which they are responsible. There must also be an agreed upon order in which these tasks will be completed, as well as a sensible budget for the change. If necessary, there might be a designated change management team (who should be assembled in the beginning of the change process). Finally, any changes to company policy should be clearly communicated to the entire organization.
5. Ensure: This stage involves taking steps to fortify the change so that it becomes the “new normal” of the organization. Specifically, employees need to be held accountable for completing their assigned tasks on time, and should be aware of the consequences for low-quality work or actions that deviate from the set plan. In the event of environmental changes, the organization must ensure that the change plan is still viable. Any changes to the plan during the implementation stage need to be authorized and have solid rationale.
6. Recognize: It is critical to provide praise, recognition and feedback to all employees involved in the change process in order to make sure that the vision and criteria for quality work in the changed organization is solidified in everyone’s mind. Recognition could be a changed job title or positive verbal reinforcement, but all successes throughout the process should be celebrated to keep employees on the proper path to the wished-for ways of working.

Unlike most traditional Change Management Models, Praxie’s online EASIER Change Management tools allow any team or organization to instantly begin working with our web templates and input forms.

In its initial stages, the EASIER Change Management Model can be supported by the vision and mission statements. The Change Risk Assessment can also be used to evaluate and communicate the risk level associated with the proposed changes. Get started with our EASIER Change Management Model template. 

How to use it:

1. Review the template and reflect on your change management issues at hand.  
2. For each step, list the specific strategies you will use to drive the change. 
3. Create an action plan for defining each step of your change, including engaging your team and other key stakeholders.  

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