Successful implementation is greatly facilitated when the people carrying out the change are engaged in the process and buy in to the strategy and tactics. • Acceptance
• Understanding
• Willing participation
• Enthusiasm
Finally, critical to the success of any change initiative is follow-up during and after implementation to evaluate the new processes and modify them if they are not having the intended impact on departments or individuals.
Employee Engagement Tools : Be open, and invite employee participation and communication.
1. Communicate (in multiple directions):
• Convey strategic goals, rationale, and overall direction of change.
• Communicate constantly about what is different and how it affects people
• Communicate about links to corporate culture and other systems.
• Solicit feedback.
• Use multiple communication methods: Web sites, newsletters, focus groups, town hall meetings, information centers, and the like.
2. Think globally:
• Conduct surveys and interviews to determine employee views and needs.
• Obtain early input about impact on employees and their roles and functions.
3. Act locally:
• Facilitate effectiveness of local leaders and build trust within units.
• Create employee-driven teams.
• Reorganize work assignments effectively and equitably.
4. Provide motivation and incentives:
• Link implementation to objectives, compensation, HR practices.
• Establish recognition and reward systems.
• Empower employees in the change process.
5. Follow-up:
• Conduct surveys to assess successes, hurdles, and employee engagement.
• Respond to employee suggestions and concerns.
Source: The conference Board
Image Flickr
