There is an ongoing debate among my clients that I've been observing lately.

There are the folks that want to change their HR organizations through evolution using small incremental steps.

Then there are the folks who believe its time to break from the past and implement sweeping changes - a revolution in HR practices within their organizations:

Revolution:  a drastic and far-reaching change in ways of thinking and behaving

Revolution (big sweeping change) certainly seems far more exciting than evolution (tiny incremental change).  In the past decade, management gurus have been pushing the importance of "creative destruction" and how it keeps organizations fresh and on their toes.  This is also true of HR organizations, especially given the rapidly changing technology landscape, as well as the economic roller coaster we've been on.  Revolution helps avoid complacency and encourages innovation.  Innovation is a very important trait for an organization to have in times of great change.

Revolution does have its shortcomings.  An organization cannot be in constant revolution without constantly disrupting ongoing momentum with people, process, and technology.

Evolution:  a process in which something passes by degrees to a different stage (especially a more advanced or mature

                  stage)

An evolutionary approach by contrast, avoids much of the upheaval of revolution.  With slow, steady change, organizations can avoid latching onto fads and hitting dead-ends.  This approach allows HR organizations to make small changes, assess the situation, and plan future small changes.

The downside on evolutionary change is that it can easily degenerate into bureaucracy, complacency, or stifle innovation.  Organizations can become mired in their past.  Broad changes can take many years using the evolutionary approach.  In fast-moving industries, this type of slow change can leave HR organizations lagging behind.

So what should we, as HR practitioners do?  Is there a best practice for HR organizational change?

When to push for revolution:  Sweeping change is necessary if your organization's business strategy (which changes more frequently than HR practices) is demanding services from the HR organization that it can no longer provide.  The other instance where revolution is necessary is if your HR organization has become so bureaucratic and fallen so far behind you may never catch up using small changes.  The important thing is that your organization is not in a constant state of revolution - so only have a revolution once in a while, then follow it by a period of evolutionary change.

Evolution is the correct choice most of the time.