Companies are subject to a constant process of change. This can be triggered by an internal reorganisation, for example. External factors also change: markets emerge, grow or shrink. New technologies open up new opportunities. Political framework conditions change.
The ability to react quickly to changes is becoming increasingly important in a networked world. Efficient change management is therefore a critical success factor, regardless of company size, sector or orientation. What exactly triggers the changes does not matter, because the change process must be accompanied in a structured way in any case.
"Nothing is as constant as change" (Heraclitus of Ephesus, c. 540 - 480 BC).
People are indispensable for any successful change management. The decisive factors are a high level of motivation and the willingness of all those involved to embrace change. This is naturally easier for a young, optimistic and courageous person than for an older employee. They are often uncertain whether they will be able to cope with the new tasks or fear for their jobs.
Clear communication and transparency are therefore particularly important. After all, everyone involved must be motivated to contribute their competence and experience and to successfully implement change processes in the company. And this from the initial analysis to the planning of concrete measures to the final implementation and evaluation.
Standard or Normal Changes can be entered via templates.
Classification by category and impact with corresponding risk assessment for the farm.
Decision whether the change should be implemented or not (CAB).
Monitoring and planning also with milestones and ongoing scheduling via change calendar.
Liaising with the respective departments for further coordination with the required resources and ensuring the quality of service.
Release takes place after appropriate testing and verification, if necessary also with an orderly withdrawal ( back-out plan ) if required.
Change management ensures that the change is implemented in accordance with the timeframe and coordinates the necessary tasks with the specialist department
Was the change implemented as planned? Have the objectives and results been achieved? Were time and budget adhered to? Did any problems occur?
With EcholoN, you can use standardised methods such as change management according to ITIL for the implementation of changes. Or you can rely on individual procedures and proven internal company standards that can also be applied in EcholoN.
All released changes of a freely selectable period are clearly displayed. Those involved are informed in good time about upcoming activities and proactively involved.
All changes and the affected objects (e.g. company divisions, systems, components) are displayed graphically. Dependencies and connections can thus be understood and analysed at a glance.
EcholoN forms the planning basis for all changes in the company. Regardless of the scope of the changes, time and resource planning takes place in one system. This ensures maximum transparency, efficiency and planning reliability, even for complex change processes.
EcholoN prevents disruptions caused by unauthorised changes. Your employees and customers are thus sustainably relieved. And they can concentrate more on their respective core business.