Change-Management als Erfolgsfaktor in IT-Migrationsprojekten

Abstract

In a world where technological advancements and rapidly changing market conditions set the standard, IT migrations have become a critical element of organizational dynamics. Migrations to new systems are increasingly relevant to meet ever-changing customer requirements. The challenge lies in successfully managing these technological transitions, particularly concerning change management. Despite the availability of numerous theoretical models, practice shows that many change management initiatives fail, highlighting the urgency for effective adaptation. The high failure rate in organizational changes motivates this study to gain deeper insights into the factors influencing the success of change management in IT migration projects. This study adopts a practical approach and utilizes expert interviews with the Raiffeisenverband Salzburg to gain a comprehensive understanding of the factors influencing the success of change management in IT migration projects. The qualitative part of the research consists of interviews with employees directly involved in such a migration project. These interviews provide deep insights into practical experiences and the challenges encountered by the employees, linking them with theoretical knowledge. This method develops a well-founded understanding of the practice of change management in IT migration, which is relevant both theoretically and practically. 2 The study shows that the success of change management in IT migration projects is significantly dependent on various key factors. Firstly, a balanced leadership style plays a crucial role. Leaders who adopt both transformative and transactional approaches promote responsibility, flexibility, and clear goal-setting within the team. Secondly, a clear strategic orientation and a learning-oriented environment are essential. Thirdly, open and transparent communication is indispensable. Regular updates, clear explanations, and feedback sessions ensure that all parties move in the same direction and foster acceptance through shared understanding. Another success factor is employee motivation. A positive attitude, supportive leadership, and an environment where everyone feels safe and motivated are essential. To achieve this, individual conversations and employee surveys are helpful to better understand the needs and opinions. Finally, success should be measured by human and organizational indicators. Overall, these factors contribute to creating a supportive environment for employees and enable the successful and efficient implementation of change management in IT migration projects.

Date of Award	2024
Original language	German (Austria)
Supervisor	René Riedl (Supervisor)