You're struggling to keep your employees engaged. How can you use change management to help?

Engagement is an outcome of awareness and desire, two of the key pillars of the ADKAR change framework. Plan and act proactively to develop employees' desire towards the task in scope. Understand the employees' needs and communicate in a modern style that employees can resonate with. Let your message about 'what's in it for me?' make impressions on the employees so that they are well aware about the benefits of the subject task. Once they have the required awareness and have desire to ride the boat, engagement is almost always guaranteed.

*Keep employees informed about changes and their impact. Transparent #communication builds trust and fosters engagement. *#Involve employees in decision-making processes related to changes. This empowers them and increases their commitment to the organization. *Offer #support to help employees adapt to new processes or technologies. Providing adequate support reduces resistance to change. *#Acknowledge and #appreciate employees' efforts during times of change. Recognizing their contributions boosts morale and motivates them to stay engaged. *Establish #feedback channels for employees to share their concerns and suggestions. Actively listening to their feedback demonstrates that their opinions matter, enhancing engagement levels.

Change management is considered to have taken shape in business in the 1990s. Yet today, 67% of change efforts still fail because people's needs are not considered. The change management efforts I have seen work the most successfully are those where employees are involved from the beginning, not just when the change is ready for implementation. This is achieved through: creating a case for change and change vision/story, engaging stakeholders early, mobilizing change champions who can help input in the design and 'activate' the change with their peers, communicate frequently, and of course train people closer to the actual change.

John P. Kotter nos dice: "El cambio no es una amenaza, es una oportunidad. La gestión del cambio inteligente busca maximizar las oportunidades y minimizar las amenazas." Recomendaciones para gestionar el cambio: 1. Prepárate para el cambio. Escucha para entender la visión y el propósito del cambio. Identifica los beneficios. Reflexiona respecto a cuál es tu rol frente al cambio y en qué puedes ayudar. 2. Implementa el cambio. Recibe los entrenamientos a nivel de conocimiento y habilidades frente al cambio que se dará. 3. Consolida el cambio. Recibe feedback respecto a tu actitud, conocimientos y habilidades frente al cambio. Si hay algo que debes ajustar, elabora un plan para lograrlo. ?Conviértete en un promotor del cambio!

Change management is about navigating and ensuring a smooth transition during organizational shifts. It prepares, equips, and supports employees in adopting changes while minimizing adverse effects on their performance and well-being. Employing change management strategies effectively is key to enhancing employee engagement. It involves clear communication of new visions, providing the necessary training and resources, and ensuring employees feel supported throughout the transition. This focus on the human side of change helps to align employee values and behaviors with the organization’s goals, fostering a more resilient and adaptive workforce, which is crucial for the continuous evolution of any organization.

According to me Engaged employees say, stay and serve the organization well. Engagement is a very critical element of the culture. A culture which involves, accommodates, listens and facilitates employees finding a purpose to serve the organization is a culture to build. Leaders play a major role in ensuring that this philosophy is adopted and adapted. Leaders Walk the Talk, are empathetic and have a strong flair not only to be fair but also perceived to be fair in their approach.

Employees are the gold for a company, they bring diverse thoughts and can deliver great success when actively engaged. It is important to approach each employee as an individual to understand what drives them. Then frame up the communication and content in a way that inspires them to be present in the moment and work towards the common goal. There is a careful balance of communication and over communication. Seek regular feedback from each employee on how they receive information and how they want to be included in and part of the change. Winning hearts and minds is a daily activity any leader must do to hold the level of engagement for employees.

Employee engagement is a key issue for businesses, just as personal engagement is in relationships. If you are "engaged" in a relationship you are present, aware, hopeful and understanding of the other party in the relationship. Engaged employees use their discretionary time at work to continually align with their organization. Fully engaged employees are focused and hopeful. Disengaged or even less engaged employees are at best disinterested and at worst, "asleep"! Engaged employees positively impact customer loyalty, profitability, productivity, turnover, safety, shrink, absenteeism, quality, wellbeing and of course, profitability.

Over a third of employees are considering quitting their job every year (according to EY's Work Reimagined survey). Companies with high engagement are 21% more profitable and have 41% lower absenteism (Gallup). They are also more productive and provide better customer service . Also consider the cost of replacing and onboarding for each employee that has left (ca. US$6,000 per employee according to SHRM). That should be reason enough.

Effective employee engagement hinges on a holistic strategy focusing on growth, feedback, and a strong sense of belonging. Key actions include developing roles with clear advancement paths, using engagement surveys for actionable insights, ensuring cultural fit, making positive first impressions, and demonstrating leadership commitment to reduce turnover and foster a dedicated workforce.

To measure employee engagement you have to use a multi channel approach covering direct and indirect, verbal and written, seen and unseen observations. A simplified way is to see they are positively and proactively working on and towards the new goals and targets. Look out for subtle neutral or negative comments or actions. Create a baseline prior of each employee then monitor over time the level of action or inaction, the level of noise or silence. Consider outside influences which may negate any positive work that you are doing. Praise the small things that are done right and towards the right direction. Be authentic in how you measure and how you want to be mearsured.

Well said and good advice. Positive energy and positive feedback accelerates growth while negativity and threatening behavior can destroy confidence and productivity.

There are many ways to measure employee engagement. As a school head, aside from monitoring daily attendance, the Lesson Plans of teachers are checked weekly. They undergo observation of classes to check if the compentencies supposed to be taught are carried . Feedbacking and coaching follow after the observation. During the examination periods, the submitted Test Questions with the Table of Specifications per learning area are checked to find out if the test adheres to the standards of testing. Results of the test are also evaluated and those who did not pass are given remediation by the concerned teacher to ensure that the learner copes up with the subject. Teachers performance are monitored and evaluated quarterly.

Several methods to measure employee engagement include surveys, feedback channels, performance reviews, monitoring attendance and turnover rates, employee recognition programs, social network analysis, and conducting exit interviews. These approaches provide insights into employee satisfaction, commitment, and alignment with organizational goals.

Utilizing change management techniques can help reinvigorate employee engagement. Start by communicating openly and transparently about upcoming changes, including the rationale behind them and how they align with the organization's goals. Involve employees in the change process by soliciting their input, addressing concerns, and providing opportunities for collaboration. Offer support and resources to help employees adapt to the changes, such as training programs or mentoring initiatives. Recognize milestones and achievements along the way to maintain morale and motivation. By implementing change management strategies effectively, you can foster a culture of resilience, adaptability, and employee engagement within the organization.

It is always a leadership development issue. Leaders hold the key to unlocking high performance and employee engagement. Develop the leaders and you will grow engagement. *Leaders who cultivate psychological safety in the workplace and actively build trust have employees who are four times as likely to be engaged. *Leaders who paint "an enthusiastic vision of the future" are 7.5 times as likely to feel connected to their company culture. *Leaders who communicate effectively with the rest of the organization have employees that are 73% less likely to feel burned out at work! (*According to a 2023 National Survey conducted by Gallup.)

It all starts with inclusion safety! The first step of Psychological safety. Executions and actions might be different for different culture teams and organizations, but the core is to implement psychological safety across organization! Then it can be followed by other stages like learner safety, contributer safety and challenger safety!

It can begin with creating an environment where people feel valued, driven and engaged to their work and the organisation. This entails offering meaningful work consistent with their values and adding to the company's objectives. Providing opportunities for growth and development demonstrates that their abilities are recognised and respected. Moreover, fostering a positive work culture that values respect, collaboration, and inclusion promotes engagement and loyalty. Effective communication, open feedback mechanisms, and appreciation of accomplishments all boost engagement and morale.

There are three (basic) things employees (despite the function or position within organisations) want: 1. To feel important 2. To feel liked 3. To feel competent If we fail delivering on those three things - on of the obvious result is "disengagement". Here is a quick fix then: 1. During the times of change ask the opinion (ideally prior the change) about recommended solution to address the existing challenge or opportunity (many ways to do it - virtually, via poll, team meetings, 1on1's etc.) 2. Treat your employees as equals... there's a saying: "if one treats the other like a human, the other will treat one like a human as well". 3. Eliminate / minimise your micromanagement (where / if possible). Trust they can do the job.

Some times we focus on sharing the benefits of the change for the company, metrics, customers, process efficiency, etc. without understanding team concerns. One model that totally changed my perspective is the WIIFM. The "What's In It For Me" (WIIFM) approach in change management focuses on understanding how a specific change will positively impact you as an employee. So, listen and understand your team concerns and drivers for change, to tailor your message.

High employee engagement brings many benefits. These include a surge in innovation, productivity, and morale. They also include a drop in turnover and conflict. This creates a culture of loyalty, creativity, and job satisfaction. Linking change management to continuous improvement enhances staff engagement. Encouraging innovation, productivity, and a culture of growth. -N

The benefits of employee engagement include increased productivity, higher retention rates, improved innovation and creativity, enhanced customer satisfaction, and the fostering of a positive organizational culture.

Boosting employee engagement not only spurs a 21% leap in productivity but also amplifies revenue growth by over twice. Imagine your team achieving an extra fifth in their daily tasks. Engaged staff yield quality work, heightening customer satisfaction and loyalty, which circles back as increased sales and profit—powering growth. In contrast, disengagement drains resources through high turnover and the associated costs of recruitment and training. With a modest 5% rise in engagement, companies can experience a 3% increase in revenue, solidifying engagement's pivotal role in business success.

If you are struggling to keep employees engaged, you can use change management by identifying the root causes of disengagement, involving employees in identifying solutions and implementing changes, communicating effectively about the reasons for the changes, providing support and resources to help employees adapt, and monitoring progress and adjusting strategies as needed. By using change management principles to address issues affecting employee engagement, you can create a more supportive and engaging work environment that encourages employee participation, collaboration, and commitment.

Es ist eine anspruchsvolle Aufgabe, Ver?nderungsprozesse so zu gestalten, dass alle Beteiligten (Kunden, Besch?ftigte, das Unternehmen selbst) davon profitieren. Vertrauen spielt dabei eine entscheidende Rolle. Klare, pers?nliche Kommunikation, Ehrlichkeit und eine rechtzeitige Information, selbst bei negativen Nachrichten, vermeiden Missverst?ndnisse und Misstrauen. Offene Kommunikation und die Einbindung der Belegschaft sind wesentliche Elemente für die Gestaltung einer erfolgreichen Zukunft. Führungskr?fte sollten positives Denken f?rdern und die Chancen sowie den Nutzen der Ver?nderung aufzeigen. Klare Orientierung und Ansprechbarkeit schafft die notwendige Energie im Unternehmen, sodass sich alle auf die Reise mitgenommen fühlen.

Consider the individuality of your employees - their diverse motivations, communication styles, and coping mechanisms during change. Tailoring strategies to accommodate these differences fosters a more inclusive and resilient workplace culture.

Before implementing change management strategies, it's crucial to understand why employees aren't staying engaged. Investigate the root causes of disengagement before jumping to solutions. Once you've identified the reasons, utilise the change management process to enact necessary changes. Be transparent about your findings and communicate the reasons behind the changes effectively. Ensure follow-through to maintain trust and engagement among employees.

It’s all about the deal - the psychological contract - what motivates an individual at work eg pay development recognition and in what order and what does the organisation have to offer to meet those key motivators how can they align and how can managers help the individual achieve a balanced rewarding and realistic deal