Change is inevitable, but how your firm manages it determines success. According to an informal LinkedIn poll I conducted, 50% of respondents reacted to unexpected change with uncertainty, asking, “Wait—what exactly is changing?” Only 29% embraced it enthusiastically, while others expressed skepticism or fatigue.
This highlights a key challenge: when change happens without clarity, people worry. Uncertainty breeds resistance, while transparency builds trust. That’s why every change initiative needs a clear roadmap that answers five critical questions:
What Should a Change Roadmap Include?
Why this change matters – People tend to be more engaged and open to change when they understand the value behind a transition. Help them understand what the change means for them as individuals, what it means for the firm and what it means for clients.
What success looks like – Define the end goal. When we understand where we are going, the steps along the way will be more clear and attainable.
When changes will occur – Outline key milestones and timelines so people know what’s happening and when.
What happens to prepare for the change – Detail training and resources so that people will feel confident in the support that will be provided.
Who is involved in the change – Clarify roles, responsibilities, and who to turn to with questions.
Make the Roadmap Visible
A roadmap isn’t just for leadership meetings—it should be seen and understood firmwide. Include a glossary of terms, milestones, and where to go for more information. Consider a QR code on print versions to link to a resource center.
Design the map with high-impact graphics to create a modern employee experience. The slick stuff isn’t just for external use! The adage perception is reality applies internally as well as externally. Here are a few ways to use the map:
· Posters in common areas
· Infographics on the intranet
· Printed copies in team meetings
When people understand the journey, they worry less about the future.
what’s inside counts
