Moving forward with change in the public sector

Over the last year, the public sector has been forced to adapt to ever-changing circumstances. Innovation has been pushed to the fore, with new technology solutions having to be introduced quickly in order to maintain service continuity while working remotely.

This necessary transformation has shown that change can be carried out successfully, as long as the organisation has the right tools in place.

The move towards a more modern operating model has helped to alter people’s perceptions of change within local authorities. However, to ensure organisations continue to view transformation as positive, a people-focused approach is needed going forward.

Promoting the long-term benefits of change and addressing past failings can lead to successful transformation projects in future.

Reduced expenditure, inadequate resources and understaffing have all contributed towards past failings. These factors are unlikely to disappear overnight, so must be considered in project strategies. Potential complications should be identified early on, allowing realistic timelines and goals to be set.

There is a misconception amongst the public sector that change always leads to job losses. By keeping a clear line of communication open with employees, and laying out the project’s aims from the start, people are more likely to support the transformation.

Involving employees at all stages of the project can also improve organisational culture. This can be done in a variety of ways, such as regular consultations or internal surveys.

Transformation shouldn’t be seen as a quick fix. Continuous improvement is vital to a successful change project, making employee support essential. A shift has already happened in the public sector. Now is the time to build on the positive changes that have been made, by embracing new technology and placing people at the centre of organisations.