How to Build a Strong Business Case for Change & Influence Stakeholders

Why Change is Necessary

Convincing leadership to invest in a new solution requires more than just identifying problems. It demands a well-structured business case that outlines tangible benefits, cost savings, and strategic advantages. Whether you’re advocating for a performance management platform like Frankli or another workplace improvement, influencing decision-makers comes down to clarity, data, and alignment with company goals.

Step 1: Define the Problem with Data

A compelling business case starts by clearly outlining the current challenges. Avoid vague statements—use concrete metrics and research to paint a clear picture. Some common HR pain points include:

• High attrition rates and costly employee turnover. For each employee lost, the cost to the company could be 50% for entry-level employees and up to 250% for leadership roles of their annual salary (SHRM). Use Frankli’s ROI Calculator to calculate this impact on your organisation.

• Disengagement affecting productivity. 17.2% of the workforce is actively disengaged, costing employers 34% of each disengaged employee’s annual salary (Gallup). Use Frankli’s ROI Calculator to assess how this affects your business.

• Inefficient administrative processes waste HR time.

• Lack of visibility into employee performance and development can lead to challenges when it comes to planning relevant and necessary coaching to optimise performance and in turn business outcomes.

• Lack of development and promotion opportunities can lead to top talent seeking external roles, causing a significant 'brain drain' and loss of institutional knowledge.

Tip: Use internal data where possible if your company loses 10% of its workforce annually, calculate the financial impact of replacing those employees.

Step 2: Highlight the Cost of Doing Nothing

One of the most persuasive arguments is demonstrating what happens if no action is taken.

• How will productivity suffer?

• Will disengagement continue to increase?

• What competitive advantages will be lost?

• How much money is being wasted on outdated processes?

• How can we attract and retain the best talent?

• How can we identify gaps in development and optimally resolve them?

By shifting the conversation from "Can we afford this?" to "Can we afford not to do this?" you create urgency for change.

Step 3: Show the ROI of Change

Decision-makers prioritise financial impact. When proposing a new solution, outline:

• Cost savings (e.g., reducing admin time, decreasing attrition, improving productivity).

• Efficiency gains (e.g., automating manual HR tasks, providing data-driven insights, removing silos, and protecting/enhancing organisational culture).

• Revenue impact (e.g., higher employee engagement leads to better customer service and innovation).

For example, if implementing a performance management system saves HR 500 hours annually and reduces turnover, frame these benefits in monetary terms.

📊 You can download our Frankli ROI Calculator here, which will help you quantify the ROI of Frankli for hours saved, reduced attrition, and increased productivity as well as the "cost of doing nothing."

Step 4: Align with Business Goals

HR initiatives are more likely to gain buy-in if they align with overarching business priorities.

• If leadership is focused on scaling the company, highlight how improved performance management supports rapid growth.

• If the company aims to be an employer of choice, showcase how structured career development enhances talent retention.

• If cost control is a focus, emphasise savings from increased efficiency and reduced attrition.

Step 5: Engage Key Stakeholders Early

Securing internal buy-in is easier when key stakeholders feel involved in the process. Identify decision-makers and tailor your approach to their priorities:

• Finance Leaders – Emphasise cost savings and ROI.

• CEOs & Senior Executives – Connect the solution to strategic objectives.

• Team Managers – Highlight how it will improve team performance and engagement.

• IT & Operations – Address security, integrations, and ease of implementation.

Step 6: Use Testimonials & Case Studies

Proof points from similar companies add credibility to your argument. If a competitor or industry leader has successfully implemented the solution, share their results. Testimonials from internal champions within your company can also strengthen your case.

Step 7: Propose a Phased Implementation

Leadership may hesitate to approve a major initiative outright. Reduce perceived risk by suggesting a pilot program:

• Start with one department or region.

• Set clear KPIs for measuring success.

• Use the pilot’s results to build a stronger case for company-wide adoption.

Building a business case for change is about demonstrating value, reducing risk, and aligning with organizational priorities. By following these steps—identifying challenges, quantifying impact, engaging stakeholders, and providing data-backed solutions—you can drive meaningful change and position HR as a strategic leader in the business.

🚀 Ready to take action? Start by assessing the impact of your current HR processes and identifying key areas for improvement.

Use Frankli’s ROI Calculator to quantify your potential savings and build a compelling case for change.