ASSESSING THE EFFECT OF CHANGE MANAGEMENT ON EMPLOYEE PERFORMANCE AT TOPFLOOR LTD IN LUSAKA, ZAMBIA

Abstract

This study assessed the effect of change management on employee performance at TopFloor Ltd in Lusaka, Zambia. Despite implementing various change initiatives, the company has experienced suboptimal results, indicating a gap between change management practices and their effectiveness. This research sought to address this issue by examining the impact of key change management dimensions on employee performance. The study had three main objectives: to determine how communication strategy affects employee performance, to assess the impact of employee involvement and participation on performance, and to investigate the effect of training and skill development on employee performance at TopFloor Ltd. A mixed-methods approach was employed, combining quantitative and qualitative data collection and analysis. A sample of 133 employees was surveyed using structured questionnaires, and key informant interviews were conducted with senior staff members. The study utilized descriptive statistics, correlational analysis, and multiple regression to analyse the quantitative data, while thematic analysis was used for qualitative insights. The findings revealed strong positive correlations between all three change management dimensions and employee performance. Change communication showed a correlation of r = 0.78 (p = 0.001), employee involvement r = 0.82 (p = 0.001), and training and skill development r = 0.71 (p = 0.001). Regression analysis indicated that these dimensions collectively explained 76.2% of the variance in employee performance (R² = 0.762). Employee involvement emerged as the strongest predictor of performance (β = 0.40, p = 0.001), followed by change communication (β = 0.35, p = 0.001) and training (β = 0.28, p = 0.01). Descriptive statistics revealed generally positive perceptions of change management practices, with mean scores ranging from 3.32 to 4.48 on a 5-point Likert scale. However, areas for improvement were identified, particularly in ensuring consistent communication across the organization and providing opportunities for skill development and career growth. Based on these findings, the study recommends that TopFloor Ltd enhance the consistency and timeliness of change communication across all organizational levels, increase opportunities for employee involvement in decision-making processes, and tailor training programs to individual employee needs and long-term career development goals. These recommendations aim to further improve the effectiveness of change management practices and, consequently, enhance employee performance during periods of organizational change