This week, Cheryl Kerrigan shares advice for keeping employees engaged, aligned, and recognized during times of change. Cheryl is the Vice President of Employee Success for Achievers, where she oversees the brand’s strategic HR initiatives that focus on employee engagement and performance management, including recruiting, retaining, and inspiring A-Players.
My company has recently gone through some major, dramatic changes that have altered the way my team works on a daily basis. It’s been difficult to say the least–although the changes are better for the overall direction of the company, they’ve left my team less productive and clearly less happy than they were before. I want to help them be successful, even when they can’t see the light at the end of the tunnel. How can I empower them through times of change?
Orchestrating a successful change is not an easy task, and keeping employees engaged, aligned, and recognized during times of change can be daunting at best. Often a well thought out change management plan is overlooked when instituting a large change. Whenever possible I recommend trying to follow this model called ADKAR.
- Create a sense of urgency (Awareness) (Desire)
- Form a powerful guiding coalition (Awareness)(Desire)
- Create a vision (Awareness) (Desire)
- Communicate that vision (Awareness) (Knowledge)
- Empower others to act on the vision (Desire)(Ability)
- Plan for and create short-term wins (Ability) (Reinforcement)
- Consolidate improvements and build momentum to tackle tougher change (Ability)
- Anchor the ‘new way’ in the organizational culture (Reinforcement)
If employees feel involved in the change, have buy-in from the beginning, and the opportunity to ask questions, the likelihood of keeping them engaged during change is much greater. Hope that helps with getting your team to work through the change!
Learn more about how keeping employees engaged affects their performance, and ultimately, your business success with The impact of employee engagement on performance.