Root Cause Analysis Series: Change Analysis

This tool enables a clear comparison of the “before” and “after” states of change, helping to identify which altered factors may be causing new issues. The analysis can be done through structured comparisons or open-ended questions across key areas like personnel, systems, tools, environment, and workflows.

 

Step-by-Step Guide with Example

1. Define the Problem

The issue: After switching to remote work, the employee training program fails to generate engagement and effective learning outcomes.

 

2. Identify the Change Event

The change: In-person training sessions led by internal trainers and guest speakers were replaced by remote sessions conducted via video conferencing platforms such as Google Meet or Zoom, combined with a Learning Management System (LMS).

 

3. Identify Key Variables Affected by the Change

Before the transition, training was conducted face-to-face, with real-time interaction, in classrooms equipped with physical tools like whiteboards and workshop kits. Trainers were on-site staff and guest speakers. Learners were actively engaged, and feedback was given instantly.

After the change, training relied on remote guest speakers delivering lectures through video conferencing tools and slides. Tools were digital, including LMS platforms, polls, and quiz tools. Engagement declined—participants were passive and often did not turn on their cameras, which affected communication. Feedback shifted to post-session forms, making it less timely and dynamic.

 

4. Analyze Which Changes May Have Caused the Problem

- Lack of interactive features in remote training design

- Learners keeping cameras off, weakening the sense of communication

- LMS focused on delivering content but did not facilitate real-time interaction

 

5. Identify Root Causes and Recommend Solutions

Problem: Low engagement and lack of interaction during Zoom sessions

Solutions:

- Introduce breakout rooms, icebreakers, and live polls

- Add gamification elements such as badges and scoreboards

 

Problem: Learners are demotivated by passive learning formats

Solution: Use gamification to boost participation and create a sense of achievement

 

Problem: Delayed or ineffective feedback collection

Solution: Include in-session surveys and live Q&A sections to enable real-time feedback

 

When to Use Change Analysis

Change Analysis is most effective when a problem emerges clearly after a specific shift—whether it’s organizational restructuring, new tools, or a change in work culture. It helps isolate what has changed and analyze how those changes may have contributed to the issue.

 

For executives or business owners, Change Analysis is a go-to framework when facing the question:

“Why is something that once worked smoothly now becoming a problem after a recent change?” 

It allows for structured evaluation and targeted solutions to restore or improve performance.