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2 minute read
Data governance initiatives fail not because of technology, but because of people. McKinsey's Change Management Research shows that 70% of change programs fall short of their objectives, most often due to employee resistance. Understanding why teams resist data governance is the first step toward a smoother implementation.
Common Psychological Barriers
- Loss of control over "their" data
When employees feel that their autonomy is being taken away, they naturally resist any process that appears to remove ownership of the data they manage or rely upon. - Fear of increased accountability
Clarifying data responsibilities can also highlight mistakes more visibly, creating apprehension about being held to higher standards. - Comfort with existing processes
Long-standing habits can be powerful motivators for keeping things “the way they’ve always been,” leading to reluctance in embracing new governance measures. - Uncertainty about new responsibilities
Vague or confusing role definitions make employees uneasy about how expectations might change or expand. - Past negative experiences with change
Previous initiatives that were poorly executed or lacked follow-through can make employees skeptical of new governance efforts.
Harvard Business Review's Change Management Study underscores the importance of directly addressing these barriers if an organization wants to build a culture that supports sustainable data governance.
Strategies to Encourage Adoption
According to Prosci's Change Management Research, employees are six times more likely to adopt new protocols when they understand the purpose and benefits of the change.
- Start with the "why"
- Show how poor data affects daily work
Illustrate how inefficiencies—like incomplete lead records or inconsistent reporting—impact employees’ day-to-day tasks, slowing progress and creating extra work. - Demonstrate personal benefits
Emphasize how proper data governance allows for better decision-making, smoother workflows, and potential career growth opportunities. - Share success stories
Use real-world examples of how strong data stewardship led to successful campaigns or impactful insights, showing your team the tangible rewards of embracing change.
- Show how poor data affects daily work
- Address fears directly
- Provide comprehensive training
Offer ongoing, hands-on sessions so employees can ask questions and learn best practices in a welcoming environment. - Create free and open forums for questions
Encourage open dialogue—through town halls or one-on-one check-ins—to clarify misconceptions and address anxieties early on. - Celebrate early wins
Spotlight positive outcomes, like improved data accuracy or faster reporting, to build momentum and highlight personal acknowledgments for those championing change.
- Provide comprehensive training
Prosci's Change Management Research indicates that organizations actively involving employees at every stage—awareness, desire to change, knowledge building, and reinforcement—greatly increase the likelihood of successful governance.
Why It Matters
Gartner's Data Governance Report concludes that organizations focusing on effective change management are three times more likely to implement data governance successfully.
Meanwhile, Deloitte's Digital Transformation Survey highlights that 82% of transformations that succeed do so by tackling psychological barriers alongside technical ones.
More Questions?
Ready to transform your organization’s approach to data governance? Schedule a consultation to discuss change management strategies:
Related Reading: The True Cost of Bad Data: Beyond the 1-10-100 Rule
