There have been many instances where changes that made business and financial sense have refused to stick or have been rejected by the organisation and associates as the HR teams with employee centric views have not been engaged.

HR leaders should adopt a combination of top-down and bottom-up strategies. Top-down strategies involve senior leaders setting the vision and direction, while bottom-up strategies involve empowering employees to contribute their insights and ideas.

HR's role is to ensure factual responsibility, provide information and process, deal with situations on the way and ensure the transition is smooth.

The best way to overcome barriers is to have a systematic approach, effective communication, adopt procedures and timelines for delivery, have it reviewed and then select a volunteer employee team comprising of different departments to educate and accept feedback.

Resistance to Change will always be there but the 4C's Conviction, Commitment, Communication, and Courage will help the organisation minimize the resistance.

The apprehension about making bold decisions, the fear of failure, and the uncertainty surrounding the process should not hinder the development of a results-driven change management strategy.