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Change Progress Meter

The Change Progress Meter® gives leaders real-time insight into how people are experiencing change, helping organizations course-correct early and improve the success of transformation initiatives.

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Change programmes often fail not because the strategy is wrong, but because leaders lack timely insight into how people are actually experiencing change. The Change Progress Meter® provides fast, practical, evidence-based insights into employee experience during change, allowing leaders to address risks early, strengthen engagement, and improve delivery outcomes while change is still underway.

Talk to us about the Change Progress Meter FAQS

Why the Change Progress Meter?

Clear, real-time insight into change experience

Move beyond lagging indicators like engagement surveys. The Change Progress Meter reveals what people are experiencing now, while there is still time to intervene.

Evidence-based, human-centered measurement

Built on behavioral science and psychology, the tool captures the emotional, cognitive, and practical realities of change, not just sentiment scores.

Actionable insight for leaders and sponsors

Insights are translated into clear themes, risks, and recommendations that leaders can act on immediately, not abstract data dashboards.

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Change progress meter Get in touch

Real-time insight

Understand employee experience during change, not after it

Psychologically grounded measures

Track clarity, confidence, trust, and perceived support

Trend analysis over time

See whether change is landing or drifting off course

Leadership visibility

Clear reporting for sponsors, programme leads, and HR

Early risk identification

Spot resistance, confusion, or overload before momentum is lost

Targeted interventions

Focus leadership action where it will have the greatest impact

How It Works

Step 1: Align to your change context

We work with you to understand your change objectives, audiences, and timeline, ensuring insight is relevant to your specific transformation.

Step 2: Lightweight data capture

Employees take part in short, focused pulse check-ins designed to minimize disruption while capturing meaningful insight.

Step 3: Real-time insight generation

Responses are analysed quickly, highlighting patterns, risks, and strengths across groups and roles.

Step 4: Clear reporting for leaders

Dashboards and reports show what is helping or hindering progress, with plain-language interpretation and priorities for action.

Step 5: Track change over time

Repeated pulses show whether interventions are working, giving leaders confidence that change is moving in the right direction.

Step 6: Support informed leadership action

Insights inform communication, leadership behaviour, and targeted interventions, improving the likelihood of successful change adoption.

  • “IG continues to provide an excellent programme for people moving into early leadership roles and this has had a lasting impact both on the individuals and the business, with much of the success down to the very experiential nature of the programme combined with powerful content.”  
    Richard Coles, Senior Project Manager, GlaxoSmithKline Consumer Healthcare
  • “IG delivered an outstanding, highly interactive two-day team development workshop, combining theory on high-performing teams with challenging, practical activities in the Sandhurst setting.”
    Will Roberts, Barclays
  • “IG’s consistent track record with The Crown Prince’s Training Programme for Youth has seen a further successful roll out – for the sixth year. The students of course continue to gain from both the intellectual and practical aspects of the course – designed to make them self-aware, proactive, and confident.”  
    Shaikha Marwa Bint Rashed Al-Khalifa, Court of the Crown Prince Training Programme for Youth
  • “IG expertly balances formal assessment with genuine empathy. Their consultants’ exceptional people skills, particularly in one-to-one sessions, gave me real confidence in the impact of the programme. I was very impressed with their approach.”
    Sam Whale, UK Sport Elite Coach Programme
  • “The business simulation shows the immediate impact of decisions, builds strategic thinking and team performance, and leaves people clearer on their role in long-term commercial success.”
    Bob Pearce, AS Watson
  • “IG delivered an exceptional delegate experience. Highly engaging, very relevant and expertly delivered. The networking and team building opportunities provided by the simulation have also proved invaluable. We are looking forward to working with IG again.”
    Andy Braddel, CB&I
  • “Superbly facilitated, fun and challenging in a stimulating environment. It significantly contributed to the success of our London Operations, strengthening business awareness, decision-making and commercial performance. I would highly recommend IG.”
    Barry Hawley, CB&I
  • Partnering with IG has enabled us to unlock the potential of our people and enabled them to lead with compassion and be more adaptable in times of accelerated change.
    Will Tasho, Hays

    Planning a Change That Matters?

    If you’re leading a complex change and want early insight into how it is landing, we would love to explore how the Change Progress Meter can support you.

    FAQs

    It is commonly used for large-scale transformation, restructures, system implementations, culture change, and leadership transitions.

    Engagement surveys are retrospective and infrequent. The Change Progress Meter provides real-time, targeted insight during change, when action still matters.

    Each pulse is designed to be short and focused, minimizing disruption while capturing meaningful insight.

    Results are shared with agreed sponsors, HR, and change leaders, with reporting tailored to different stakeholder needs.

    Yes. It works particularly well alongside leadership development, coaching, and communication interventions.

    Yes. All responses are anonymized and aggregated to protect individual confidentiality.

    Participants receive 12 months of access, allowing time to set goals, track progress, invite further feedback, and apply learning in role.

    All feedback is confidential and aggregated to protect individual raters. The process is designed to encourage honest, constructive input while maintaining trust and psychological safety.

    HR and L&D teams can track progress at both individual and group level using dashboards and analytics. This supports evaluation of leadership capability, engagement, and development impact over time.

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