Why launches stall
Your people are tired of change. Make this one feel different.
To most employees, a new intranet looks like one more system to learn. Launch it without a plan and the pattern is familiar: a burst of curiosity, then confusion, irritation and a slow drift back to email and the old site.
Change management turns that around. People understand why it's happening, know what changes for them, and get the help they need, so the new way becomes the easy way.
Employees willing to support enterprise change, 2016 vs. 2022.
Source: Gartner, via Harvard Business Review (2023)
planned changes the average employee went through in 2022, up from two in 2016.
Source: Gartner, via Harvard Business Review (2023)
Launch without a plan
- A traffic spike on day one, then a steady slide
- "Where did that page go?" floods the help desk
- Leaders announce it once, then never post
- Authors guess, so content goes stale fast
- The old intranet quietly stays in use
Launch with change management
- People know why, what changes and when
- Every group trained for the way it works
- Leaders and managers model the new habit
- Authors publish fresh, on-brand content from day one
- Usage that holds and grows after launch
The research is clear: managing the people side pays off.
more likely to meet objectives with excellent change management. 88% did, vs. 13% with poor change management.
more likely to finish on or ahead of schedule.
of projects with very effective sponsors met their objectives, vs. 27% with ineffective sponsors. Sponsorship has been the top success factor since 1998.
Source: Prosci, Best Practices in Change Management research (2,600+ practitioners)
How we do it
Three pillars. One new habit.
Our change team works alongside your implementation from kickoff, not as an afterthought at launch, so adoption is planned as carefully as the build. Every plan is shaped around your people, your platform and how far the change reaches.
Communicate
The right message, from the right person, at the right time.
- Communication strategy and calendar
- Sponsor messages and leadership talking points
- Manager toolkits for team huddles
- Launch countdown, announcements and FAQs
- "Where did it go?" guides for the old site
- Updates on future phases and the roadmap
58% of employees want to hear how a change affects them from their own supervisor. So we equip managers, not just executives.
Source: Prosci
Enable
Training that starts with how each group works today.
- Role-based training paths, from light to deep
- Live sessions, recordings and how-to videos
- Quick-reference guides: old way, new way
- Short, mobile-first how-tos for front-line teams
- Office hours and a clear place to get help
- A champion network in every team
#1 Mid-level managers are the group most resistant to change. So department heads and team leads get their own track, early.
Source: Prosci
Energize and sustain
Momentum before, during and long after launch.
- Teasers, sneak peeks and a name reveal
- Launch events, guided tours and scavenger hunts
- An engagement plan for the first 100 days and beyond
- Feedback loops: pulse surveys, polls, listening sessions
- "What's new" campaigns for every new tool, feature and AI agent
Pairs with Employee Brand Design: the brand gives people a reason to come back, and change management builds the habit.
Old way, new way
People don't learn features. They learn a better way to do their job.
Whether you're moving from Jive, SharePoint, an older intranet or nothing at all, training starts with how each group gets things done today, then shows the shortcut.
Before, during and after
Change doesn't end at launch. Neither do we.
Before launch
- Sponsor kickoff message
- Manager toolkits
- Author and owner training
- Champions recruited and trained
- Teasers and countdown
Go-live
- All-hands announcement
- Guided tours and live Q&A
- Scavenger hunt or launch event
- Office hours and help desk support
- Redirects from the old site
Build the habit
- Pulse surveys at day 30, 60 and 100
- Usage reviews and quick fixes
- Refresher sessions by role
- Recognition for top contributors
- Recurring rituals and series
Keep it growing
- Roadmap updates
- "What's new" for each feature and AI agent
- Feedback into the next phase
- Onboarding for new hires
- Fresh training as tools change
Insurance on your investment
Get everything you bought LumApps to do.
Licenses, implementation, migration, design: an employee hub is a real investment. It only delivers what LumApps promises if people actually use it. Change management is how you make sure they do.
of the workweek goes to looking for internal information or tracking down colleagues who can help.
Source: McKinsey Global Institute, The social economy (2012)
Change management from people who only do LumApps.
We've guided LumApps launches and migrations from Jive, SharePoint and legacy intranets, and for companies starting from scratch. Because we know the platform inside out, our communications and training match exactly what your people will see on day one.
What happens on day 100?
Tell us about your launch, your people and where they work today. We'll plan the change that keeps them using it long after go-live.
Book a free consultation