How can you prioritize employee engagement during organizational change?

Communicate the plan early on in a clear way. Also define what the employee gets out of the change - the "What's in it for them..." and then secure their buy in

Comunica??o, em qualquer mudan?a organizacional, é fator vital para o sucesso do processo. Além de proporcionar clareza acerca dos movimentos em andamento, uma comunica??o clara e efetiva possibilita aos colaboradores saberem como se encaixam no processo de transforma??o e, principalmente, quais as expectativas que os envolvem, possibilitando que participem do processo e prop?em em conjunto com a lideran?a, mitigando a sensa??o de “top down”.

Communication is one of the major elements of achieving success and not just at work place. People are often not receptive to change especially when they do not fully understand what the change is about or how it can affect them positively or otherwise. In my experience, the first step to change is to communicate clearly what the change is, how we plan to go about it and how it affects all stakeholders. Different channels of communication can be used in the workplace to effectively achieve the goal. It could be teasers that will get employees attention, official emails, WhatsApp group chats, virtual or physical meetings. These channels of communication will allow people to express themselves and the change drivers can get more insights too.

Communicating through change is the major key to success. Not only to successful change but also to maintain employee morale. Employees will fail to trust someone who does not communicate throughout the process. You don’t always have to give every single detail, but details matter to the employees. They need to know how the change is going to affect them and what to expect. It’s key to anticipate their concerns and fears regarding the change. Identify key areas and make a bulleted list to address those areas in your talking points. Allow them to ask questions, allowing them to feel heard.

Para priorizar compromiso de empleados durante cambios organizativos: 1) Comunicar transparentemente el porqué y hacia dónde de los cambios. Objetivos claros generan compromiso; 2) Integrar líderes y empleados influyentes como embajadores. Su apoyo impulsa adopción orgánica; 3) Ofrecer capacitación para minimizar incertidumbre y ansiedad colectivas; 4) Reconocer adhesiones a los cambios con incentivos palpables; 5) Monitorear constantemente reacciones para identificar y cerrar brechas tempranamente. Con claridad, recursos, apoyo clave, incentivos y escucha, el personal se sentirá respaldado para comprometerse con los cambios.

In my experience, change is most successful when we involve and empower our employees. We can do so by inviting them to participating in specific parts of the change process that might be most intriguing to them or that might play up to their strengths, OR we can do so by designing a change process that involves the entire organization from the very beginning. I am a trained Appreciative Inquiry coach and have witnessed the power of whole systems engagement from the very beginning in creating an inclusive and transformational journey for everyone in the organization.

I've worked at companies before that roll out employee surveys, conduct listening tours, etc. and then crickets. To empower your team you need to listen to their feedback, get their buy-in around designing a solution, and then take action! Be sure to communicate the action along the way. Recognition of your employees input doesn't mean much if you do nothing with it.

Encourage a culture of collaboration, where their ideas are valued. Provide opportunities for skill development and training, ensuring they feel prepared for the changes. Recognise and celebrate their contributions to foster a sense of ownership and commitment to the organisational transformation.

Prioritize employee engagement during organizational change by openly communicating about changes, involving employees in decision-making, providing training and support, recognizing contributions, establishing feedback mechanisms, ensuring visible leadership, setting clear expectations, empowering employees with autonomy, prioritizing well-being initiatives, and celebrating milestones and successes. These strategies create a positive, collaborative environment, easing the transition and empowering employees.

As a leader who has the vision for change. The journey would have to be led by you. The vision has to be shared stage by stage such that employees are abreast with the requirements needed to meet up on the task. Regular updates, meetings and milestones need to be clearly communicated . The big picture needs to constantly be put forward to all involved.

The organizations that will be most successful are those that understand that if they want to retain their top talent and attract new talent, they’ll need to create a positive employee experience. A surefire way to achieve that is through upskilling and professional development — it's been proven that these things existing employees happy, attract new talent, and contribute positively to the bottom line. This is especially true for managers, who often don't receive the training or support they need to do their jobs well, according to a McKinsey study.

A recent EdX survey revealed that 84% of employees want their companies to offer some sort of learning and development opportunities. In the survey, more than three-quarters of employees said they’d stay with their current company long-term if it offered better training and development opportunities. These could include cohort-based classes, online subscriptions, formal mentorship programs, and career coaching. By building the skills of today's workers, you'll retain and attract top talent in the future!

Supporting and developing employees during organizational change is key to their well-being and engagement. It includes below key points: 1) Personalized support, as this approach shows you care about their individual growth and development. 2) Micro-learning and on-the-job support makes learning accessible and reduces the burden of adapting to new skills. 3) Psychological safety and well-being demonstrates your commitment to their overall well-being and fosters trust and open communication. 4) Career development opportunities helps them see a clear path for growth within the organization and fuels their motivation. 5) Celebrate small wins and milestones. 6) Open and honest communication. 7) Invest in leadership development.

Absolutely, adapting to change is a journey, and supporting employees throughout is crucial. Providing resources, guidance, and feedback, coupled with emotional support, fosters a resilient and empowered team. Developing employees through training, coaching, and mentoring not only enhances skills but also opens avenues for growth. Investing in your team's confidence and competence not only boosts their resilience but also strengthens your organization's ability to retain and attract top talent.

Si una Organización propone alcanzar la excelencia en su campo, sus líderes deben ser conscientes de que la mejor forma de lograrlo es proporcionando el entrenamiento adecuado, las posibilidades de expandir conocimientos y habilidades, y el apoyo emocional y profesional necesario a sus empleados, para que éstos desarrollen sus habilidades a tope y se sientan respaldados por la Organización para la cual trabajan a la hora de darlo todo para lograr esa excelencia.

I’d also add that it’s equally important to understand the impact that appreciation can have on employees, especially during times of change. Simply taking time as a leader to let your people know that you see and value them as team members can go a long way to boost confidence.

Sincere recognition is essential to growing a positive culture. Setting clear expectations and recognizing early adopters, second movers, and so on, is helpful with implementing successful change. Employees do amazing work every day. Purposeful rounding will make it easier to observe the successes and provide realtime and sincere recognition. Also want to call out recognizing unwanted behaviors with private empathetic coaching conversations. Lastly, developing a process for peers to meaningfully recognize peers helps build teamwork and a sense of belonging.

Les récompenses, ?a marche très souvent mais elles peuvent aussi créer des frustrations, des inégalités etc. C'est pourquoi, il faut mettre en place système d'équité en faisant également participer les employés à son élaboration et à définir les cas d'exclusion pour ceux qui se mettraient en marge par leur propre fait.

Ningún empleado trabaja con más duro y con más entusiasmo que aquel que siente reconocidos sus méritos y recompensado en su esfuerzo con frecuencia. Para mí este es un factor que está al mismo nivel que el factor salarial a la hora de retener los talentos más valiosos para la Compa?ía.

Rewards and acknowledge the abilities of employees creates a stirr that resonates with passion and dignity and a sense of ownership.

Implement regular feedback mechanisms, conduct surveys, focus groups, or one-on-one discussions to gauge their sentiments, concerns, and suggestions. Use key performance indicators (KPIs) to assess the impact of the change on productivity and morale. Adjust strategies based on the gathered insights, demonstrating responsiveness to employee needs and fostering a culture of continuous improvement.

It's really important to remember that employee engagement is most likely at its highest when someone begins their job. This is likely for several reasons including excitement to start a new job, more reception and welcome from the team at the very beginning, and other adrenaline-inducing reasons. So, monitoring and working towards continued employee engagement over the life of each employee is important in general, and also important during change. We need to remember that engagement can shift during change because employees can struggle with emotions they've not yet had to encounter in the workplace. Remember that your employees are humans and that change is hard. Think through their possible new struggles and reimagine engagement.

Mesurer et surveiller l'engagement des employés, oui mais c'est vrai dans les deux sens. Il faut savoir que l'employé est toujours attentifs à la cohérence entre le discours et les actions. Vous devez toujours garder cela en idée et tenir votre propre fiche d'évaluation personnel par rapport à votre propre engagement. être un vrai leader, c'est important.

Well articulated! Employee engagement is indeed an ongoing journey, and your approach to monitoring and measuring is comprehensive. Utilizing surveys, polls, interviews, and observations demonstrates a commitment to understanding the nuanced aspects of engagement. Metrics like productivity, performance, retention, and satisfaction, along with indicators such as engagement scores and comments, provide a holistic view. Identifying strengths and weaknesses through this process allows for targeted adjustments and continuous improvement. A strategic and data-driven approach to employee engagement is key in fostering a thriving workplace.

Estoy de acuerdo, pero con la salvedad de que este monitoreo no debe ser conducido con "poder de policía" o con el ánimo de encontrar culpables o dar sermones desmoralizantes, sino más bien con el espíritu de obtener información valiosa que permita encontrar los puntos a reforzar para mejorar el compromiso de los empleados con la empresa y actuar en consecuencia, pero desde el sentido de activar acciones de mejora, no de castigo o de consecuencias.

An early career mentor once told me, "People react two ways to organizational change: 1. They get really busy doing whatever they can to look irreplaceable, or 2. They freeze. Both of these are the wrong reaction." Keep doing what you are supposed to do, but don't risk burnout or missed opportunities.

Regularly communicate, update, share, listen and be consistent about the need for change; accept that people will have different views of how the change affects them. Speak with integrity, honesty and transparency and if you can't answer the question, explain why not. More than anything paint the picture of the future to take your colleagues on the journey

Prioritizing employee engagement during organizational change involves fostering transparent communication, involving employees in decision-making, & providing targeted training to equip them with the necessary skills. Recognition of employees' efforts, leadership support, & the cultivation of a positive organizational culture contribute to increased job satisfaction & engagement. Addressing concerns and resistance, offering flexible work arrangements, and providing emotional support are crucial elements. Establishing feedback mechanisms ensures continuous communication and allows organizations to make necessary adjustments based on employee insights, reinforcing the importance of their opinions and promoting a smoother transition overall.

Have a change management strategy that focuses on communication. That understands the word ‘change’ can be terrifying so mind the language used. Create ambassadors for change amongst the staff who are able to articulate the reasons behind the changes. Be clear, concise and as transparent as absolutely possible. This prevents or reduces the level of conspiracy theories. At every opportunity, communicate. Be open to questions. Above all, be honest, authentic and act with integrity.

Think micro and macro While the organization can consciously work on clear, timely and transparent communication, relevant on time up and context on a macro level this is where having strong line leadership on the micro level really supports engagement on a day to day level and managing questions, confusion or anxiety in a real time way. Invest in your leaderships engagement to build or maintain your colleagues engagement during change.