Employee Engagement
Ways we can engage employees during transformation
Here are some of the ways we can embed employee engagement into the transformation program:
Getting employees on board (Change Management Strategies) : Getting employee commitment to change matters more than anything else, we can help your employees understand that owning the outcome together will add value over time. This requires extensive communication by leaders and managers through various means including individual-level reach.
Frozen middle: The link between front line employees and leadership in any organization is the middle-managers. In many change efforts, not much time is spent in building common clarity about change as is shared by top leadership resulting in their inability to translate that coherently to the employees in their teams. This lack of clarity gives birth to employee discontent. We can train and coach the managers in the organization to better understand the "Why" and Visions behind the Change.
Change as a journey with our Change Management Strategies: Instead of pushing transformation as a milestone, organizations should allow employees to embrace new ways, make room for failures, and celebrate the lessons learned to achieve a high degree of trust. It will help build a culture where transformation is seen as an ongoing process for self-growth and progress.
Communicate successes: Communicating and celebrating success stories helps convert those who are on the fence. We can effectively leverage technology such as enterprise social, digital apps and gamified approach.
One size doesn’t fit all: Understand employee pulse and engagement drivers across different segments and design tailored interventions.
Getting employees on board (Change Management Strategies) : Getting employee commitment to change matters more than anything else, we can help your employees understand that owning the outcome together will add value over time. This requires extensive communication by leaders and managers through various means including individual-level reach.
Frozen middle: The link between front line employees and leadership in any organization is the middle-managers. In many change efforts, not much time is spent in building common clarity about change as is shared by top leadership resulting in their inability to translate that coherently to the employees in their teams. This lack of clarity gives birth to employee discontent. We can train and coach the managers in the organization to better understand the "Why" and Visions behind the Change.
Change as a journey with our Change Management Strategies: Instead of pushing transformation as a milestone, organizations should allow employees to embrace new ways, make room for failures, and celebrate the lessons learned to achieve a high degree of trust. It will help build a culture where transformation is seen as an ongoing process for self-growth and progress.
Communicate successes: Communicating and celebrating success stories helps convert those who are on the fence. We can effectively leverage technology such as enterprise social, digital apps and gamified approach.
One size doesn’t fit all: Understand employee pulse and engagement drivers across different segments and design tailored interventions.