Alignment
Who is affected? What changes? Who leads it?
Change management for technology projects
Technology alone
is not value.
Merit leads the people side of technology projects—so new systems become new ways of working. Clear plans. Prepared teams. Adoption that supports business value.
Change the equation
Established 2007Independent. Family-owned.
Technology change managementOur core business.
Senior-partner involvementAccountability close to the work.
Client experience
Experience across leading enterprises.
The adoption imperative
A new system creates capability.
People using it well turn that capability into value.
TechnologyThe capability you implementAdoptionThe way people work differentlyValueThe business performance you seek
Our core business
Change management.
For the whole
technology journey.
A focused partner for the people side of your project.
We lead the change-management workstream alongside your business and technology teams. From the first impact assessment to post-launch adoption, we bring the plan, coordination and hands-on support to move people forward.
Explore technology change managementCommunication
The right message, through the right people, at the right time.
Training
Role-based learning, coordinated materials and prepared delivery.
Support
Practical help and clear ownership in the flow of work.
Adoption
Readiness, measurement and reinforcement beyond go-live.
Need a clearer view of the work before planning the change?
Workflow & adoption planningExplore the deliverables
The right support.
For your change.
The change effort should reflect impacts, business risk, complexity and the value at stake. See how the same core work can scale—without adding unnecessary overhead.
Explore an example planIllustrative scope—not a project recommendation.
Low support
Limited impacts, straightforward changes and low disruption risk. Often managed by the project team and business owner.
01
Assess & align
Quick impact review
Identify affected users, the changes to their work and any material risks.
Named business owner
Agree who owns communications, readiness and follow-through.
Simple change checklist
Set the few actions and success checks needed for launch.
02
Prepare & enable
Focused communications
Explain what is changing, when and what users need to do.
Quick guide or short demo
Give affected users just enough instruction to perform the changed task.
Basic readiness check
Confirm users have access, understand the change and know where to get help.
03
Launch & sustain
Launch reminder
Reinforce the action people need to take and the expected timing.
Existing help channel
Use normal support with a named escalation contact; no dedicated change-support team assumed.
Adoption check-in
Confirm the new task is being used and resolve any remaining gaps.
- Comms
- focused messages
- Training
- quick guide or short demo
- Support
- existing channel and clear escalation
Medium support
Several affected groups or workflows, moderate complexity, or meaningful disruption risk. Usually needs named change capacity and targeted specialist support.
01
Assess & align
Stakeholder & impact assessment
Map affected groups, workflow changes and barriers to adoption.
Change plan & ownership
Set responsibilities, milestones and the change effort needed alongside delivery.
Risk & success measures
Agree mitigation actions and how readiness and adoption will be checked.
02
Prepare & enable
Audience-specific comms plan
Equip leaders and tailor messages for the groups affected.
Role-based training plan
Coordinate targeted learning, job aids and checks that users can perform the work.
Support & readiness plan
Define launch help, escalation routes and readiness checks for affected teams.
03
Launch & sustain
Coordinated rollout
Align communications, learning and business readiness with the deployment plan.
Targeted launch support
Provide office hours or super-user help where impacts justify it.
Adoption tracking & follow-up
Review usage and feedback, address gaps and hand over ongoing ownership.
- Comms
- tailored by audience
- Training
- role-based learning and job aids
- Support
- targeted launch help and follow-up
High support
Complex changes across roles or locations, significant operational risk, or demanding adoption requirements. Often calls for a dedicated change lead with communications, training and support capacity scaled to the work.
01
Assess & align
Detailed impact & stakeholder assessment
Understand changes by role, workflow and location, including critical dependencies.
Integrated change strategy & resources
Align leaders on scope, ownership and the team needed across the program.
Risk, readiness & value measures
Define evidence for readiness, adoption progress and the intended business outcomes.
02
Prepare & enable
Leader & stakeholder engagement
Coordinate leader communications, engagement activity and feedback across affected groups.
Training & support readiness
Coordinate role-based learning, practical support materials and readiness of delivery teams.
Deployment playbooks & readiness reviews
Prepare repeatable rollout steps and assess readiness for each major release or wave.
03
Launch & sustain
Change support through deployment
Coordinate communications, training and business readiness across releases or locations.
Dedicated launch support as needed
Provide coordinated help and escalation, with clear criteria for reducing extra support.
Adoption, value & sustainment reviews
Track progress, intervene where adoption stalls and transfer ownership to the business.
- Comms
- coordinated engagement across groups and waves
- Training
- structured role-based preparation
- Support
- dedicated launch capacity where needed, then a planned handover
These are example deliverables, not fixed packages. A small change can still need substantial support when disruption would have serious consequences. High value alone does not require a large team.
Assess your project's support needsThe work overlaps: communication starts early; readiness and feedback shape the plan throughout. Responsibilities for creating materials, delivering training and providing support are agreed for each engagement.
The Merit perspective
Where technology becomes value
A practical guide to the people side of technology transformation.
Training gets people started.
Support helps them succeed in the work.
Job aids. FAQs. Clear escalation paths. Prepared managers. Practical support is part of adoption—not an afterthought.
Experience that stays involved
Enterprise perspective.
Personal accountability.
The judgment to see the bigger picture. The commitment to stay close to the details.
Meet our leadership2007
Merit was founded as an independent, family-owned consulting firm.
25 years
Of change-management experience brought by owner and senior partner Jonathan Dison.
Both sides of transformation
Rob Holland's background spans EY partnership and executive leadership at Waste Management—including experience as a Merit client.
Selected recognition
Recognized along the way.
Industry & client recognition
- 3×
Firm recognition · 2013–2015
Houston Fast 100
Top 15 for three consecutive years.
Houston Business Journal
- 2014
Jonathan Dison
Who’s Who in Energy
Recognition in the energy industry.
Houston Business Journal
- 2015
Jonathan Dison
40 Under 40
Recognition for emerging business leaders.
Houston Business Journal
- Multiple
Client recognition
Project delivery excellence
Recognized by clients across multiple engagements.
Client awards
Boutique by design
The right team.
Not more overhead.
Senior guidance, a clear plan and the hands-on capacity the work requires.
Work with a focused change lead or an integrated delivery team, coordinated with your internal owners. Start with the tools you already have. Add complexity only when it serves the project.
An emerging capability
New technology.
The same human challenge.
AI is an emerging part of our work. We apply the same change-management discipline to help people adopt it responsibly—with clear use cases, equipped managers and practical learning.
Explore AI adoption & workforce readinessA useful place to start
Understand the change.
Examine the value.
Two practical tools for planning a technology change: size the change-management need, then explore how adoption affects the timing of value.
Interactive tool
Free Change Assessment
Size the change-management need for your technology project. Answer four questions and get a practical starting view of support, actions and adoption measures.
Browser-based • Provisional guidance
Assess your projectRuns in your browser. No separate account or sign-up.
Scenario calculator
Adoption Value Calculator
Technology has a business case. Adoption has a timeline. Explore how different adoption paths change the timing of potential value—with your assumptions made explicit.
Browser-based • Your assumptions
Explore adoption valueRuns in your browser. No separate account or sign-up.
The Merit perspective
Where technology becomes value
A practical perspective on turning technology investment into adoption and business value—from change planning to lasting use.
For technology firms & systems integrators
Clients often choose to keep change management independent of their technology provider or systems integrator.
Merit has a proven history of working alongside major technology firms to serve the client, strengthen adoption and help the delivery partner succeed.
Build the technology.
We'll help the business
make it work.
You deliver the platform and implementation. Merit helps the client's people use it well. We work alongside technology firms and systems integrators to connect deployment with workforce adoption and business value.
Explore a delivery partnershipYour technology workstream
Design. Configure. Integrate.
Lead platform expertise, solution design, configuration and integration.
Merit's adoption workstream
Prepare. Equip. Reinforce.
Bring change planning, manager enablement, communications, learning and adoption support into the same program plan.
Complementary scopes. Connected workstreams. A shared focus on business value.
People behind the work
Senior experience.
Direct engagement.
A boutique firm with leadership that understands both the consulting engagement and the business living through it.
Owner & Senior Partner
Jonathan Dison
Jonathan brings 25 years of change-management experience and oversees the quality of Merit's projects.
Transformation experience with Fortune 500 organizations.
View executive bio
Senior Partner
Rob Holland
Rob brings 25 years of technology and change experience, including leadership roles at EY and Waste Management.
Former Waste Management VP and a Merit client.
View executive bio