At its core, change is a people process, and to achieve sustained and embedded transformation, we must consider how we can ensure our approach has a people-focus. New ways of working, mind-sets, behaviours and practices will take time to adjust and get right. You should anticipate challenges along the way, it takes time and effort to embed successful People Change.

Be mindful to acknowledge loss and respect what has gone before. Do remember to celebrate the opportunities presented, as well as the new beginnings. These opportunities may include building relationships within a new team, training and development where roles have changed, and supporting the overarching wellbeing of all involved.

We all contribute to the people culture here at Durham University, and the creation of a positive experience and sense of engagement is something we all have a part to play in.

What is Reboarding?

The focus and benefits realised in taking time and effort to successfully ‘onboard’ new members of your team is widely known about and accepted. The concept of ‘reboarding’, following a significant restructure or People Change, can help to re-establish connections, support the embedding process and significantly increase the successful outcomes for your team.