The difference between Change and Transition Management in service outsourcing

Change and Transition Management are important processes of any service outsourcing project. But what is the difference between them and what outcomes can they help you to achieve?

Outsourcing is not an easy task and the success of your outsourcing project largely depends on the quality of your change management and transition process.

Change management deals with all people aspects of change, making sure that the employees and the organization are ready for the change to set in. Transition management is a part of the change management process that deals specifically with the transition of employees working in the department or business unit that is being outsourced to the service provider.

In best practice service outsourcing project, the change management process runs in parallel with the transition management process.

Transition Management in Service Outsourcing

3 ultimate goals of Change and Transition Management in service outsourcing

Change is the shift in the external situation; the thing that has changed. It can happen fast. A transition is the reorientation people need to make in response to the change. This can take time. A transition management plan is a necessary component of a change management plan and presumes that the underlying change is being well managed. It is obvious that goals of Change and Transition Management need to be aligned to achieve the ultimate success of the outsourcing project.

Learn more about Transition Management! Download our White Paper: Excellence in Transition Management now!

Therefore, let’s look at the ultimate goals of change and transition management:

Change and transition are linked but the management process is different.

Change and transition are intrinsically linked. The management of the two processes is different and it is crucial to ensure that the psychological readjustment process for people involved in changing teams or ways of working, is managed effectively to ensure that change is sustainable. A transition plan is more detailed at an individual level and starts with where people are now in their psychological change journey. It is imperative that transition planning is given separate consideration to change management and that the two plans are effectively linked together. This will ensure the success of the service outsourcing project.

Transition management is not the automatic aftermath of change, you need to work on it

The effectiveness of change management lies in the hands of the people leading and undertaking the change. Often leaders assume that the transition process is a ‘nice to have’ or something that will happen purely because change is happening. However, that is not the case.
The psychological re-adjustment to change is of paramount importance in ensuring sustainability of change. For example, a charismatic leader moves an organization or team forward through changing times, and when the leader moves on, old ways of working and old issues can rise again. Often this is due to incomplete psychological readjustment (transition), as well as the obvious structural or procedural issues.

Learn more about Transition Management! Download our White Paper: Excellence in Transition Management now!