Once the change is rolled out, it is important to gauge the extent of change adoption by the users. This is required to understand how the change is working and its alignment to the leadership’s vision of change.

A typical way to determine change adoption is by obtaining feedback from the stakeholder community on the change.

However before reaching out to the stakeholders for feedback, the Organizational Change Lead must:

• Define clear description of the criteria to be measured
• Establish clear objective measures that indicate success or failure
• Establish mechanism to analyze the feedback collected.

Also, relevant stakeholders must be identified and the following should be communicated to them:

• Intent for collecting the feedback
• Clear description of the criteria to be measured
• Clear objective measures that indicate success or failure
• How the collected feedback will be used & analyzed.

The Organizational Change Lead should then implement the feedback exercise as planned. Stakeholders must be encouraged to share their feedback.

The key performance indicators indicative of user adoption to change have to be measured as planned. An example of key performance indicator for measuring change adoption could be: users’ awareness about the change and its benefits, business performance and compliance. This would help to gauge user adoption. resistances and challenges in institutionalization of the change. It would also help to analyze and understand if the outcome of the change is as expected.