CHANGE MANAGEMENT PRACTICES AND EMPLOYEE PRODUCTIVITY IN AN ORGANISATION

This study investigates the impact of change management practices on employee productivity among academic staff of the University of Benin, Benin City, Edo State, Nigeria. The research focuses on four core change management variables—clear vision, leadership support, targeted training and capacity building, and continuous monitoring and feedback. The study adopts a cross-sectional survey design, collecting primary data from 162 academic staff across various departments. Using multiple regression analysis, findings reveal that clear vision and continuous monitoring with feedback have significant positive effects on employee productivity, while leadership support shows no significant relationship. Interestingly, training and capacity building display a negative relationship, indicating that poorly structured or misaligned training programs can reduce productivity. The model explains 26.1% of the variance in employee productivity, suggesting that effective change management is a crucial determinant of organizational performance. The study concludes that transparent communication, consistent leadership engagement, and feedback mechanisms are essential for fostering productivity during organizational transitions. Recommendations include embedding clear vision articulation, structured training frameworks, and real-time feedback systems into institutional policies to sustain long-term employee performance and organizational growth.