Healthcare Readiness Assessment
Turning Stakeholder Insight into Actionable Readiness Recommendations Across Healthcare
Healthcare organizations preparing for UKG Pro needed an early, honest view of whether leaders, managers, project teams, and employees were ready to absorb the change.
At a glance
01
Client context
Healthcare organizations preparing for UKG Pro.
02
Primary need
An early, evidence-informed view of people-side readiness risk.
03
TDP value
Prioritized, practical recommendations that internal change resources could use to build their plans.
Case study details
Healthcare
UKG Pro
Readiness assessment
Stakeholder interviews
Recommendations
The challenge
Project plans show configuration, testing, and deployment milestones. They do not reveal how prior change experiences,
local capacity, competing initiatives, stakeholder trust, and manager readiness will affect adoption.
What TDP Recognized
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Readiness varies significantly by audience, location, role, history, and internal change capability.
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Stakeholder interviews surface risks that are rarely visible in technical project plans.
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A useful assessment converts feedback into prioritized, practical recommendations, not a summary of opinions.
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Internal change resources benefit from a clear starting point for their own change plans. ​
The Delta Principle Approach
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Align with the implementation project manager on timing, scope, and decision points.
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Meet with each client to understand the project and identify the right interview population.
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Conduct up to 25 stakeholder interviews per assessment.
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Aggregate themes, strengths, concerns, and readiness gaps.
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Deliver a readout of findings, themes, and tailored recommendations.
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Transfer recommendations to internal change resources to support the broader change plan.
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75% of these readouts have resulted in clients asking TDP to remain engaged for additional change management
services.
Results and Value
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Gave healthcare system leaders an evidence-informed view of people-side risk before go-live.
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Clarified where leadership alignment, communication, training, manager support, or stakeholder engagement needed
more attention due to previous change experiences, change saturation, or resistance. -
Provided internal change resources with a prioritized foundation for developing their plans.
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Created a consistent way to compare readiness themes while preserving client-specific recommendations.
Why This Matters
Before adding more communications or training, understand what is actually creating risk. A focused readiness assessment
reveals where support will make the greatest difference.​