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Connect to the purpose of change

Staying Engaged During Corporate Change (Part 1)

By: Courtney Clark

When change sweeps through an organization, it often causes confusion, frustration, and fear. Even when dressed up with fancy words like “transformation” and “innovation,” employees know the end result is one thing: change.

One reason corporate change is uncomfortable is that it requires disconnecting. All change is, in disregard, disconnecting. Change forces us to let go of our old ways of being and our old measures of success.

To successfully navigate a changing workplace, studies show you must stay engaged. In my book The Successful Struggle, I examine several workplace studies on corporate transformation. The studies suggest that remaining engaged during corporate transformation is a key indicator of employee success and happiness.

In this 3-part blog series, I’ll share strategies for staying engaged in your changing workplace, so you can come out on top at the end of the transformation. All of these strategies involve connecting with something, to help fight the disconnection brought on by change.

The first strategy is to connect with the purpose of the change. Human beings are meaning-making machines: we are always asking “why?” We want to know why the change is happening, why it’s important, what it means for our future, and what the outcome might mean for us.

When change occurs in the workplace, however, getting the answers to those questions isn’t always easy. In one of my jobs as a director at a nonprofit organization, we had lost some employees and were shifting around responsibilities. Some departments were taking on new roles, and I was given control of a new income stream. No one told me if the new responsibilities were permanent or temporary, or even trained me on how to accomplish them. I didn’t know what was expected of me, or even why the tasks had shifted in the first place. This left me feeling disconnected from my purpose and challenged my ability to give my new duties proper meaning.

Leaders sometimes discuss the “why” of change around the management table, yet by the time they roll out the change to everyone else, they’ve moved on to talking about “when” and “how.” But for those of us just hearing about the change for the first time, we need to hear the “why” or we’ll never get on board. We won’t understand the purpose of the change, or what the payoff might be.

If you’re stuck in a corporate change and don’t understand the purpose behind the change, you’re bound to feel disconnected. To connect to the purpose of change, try these three things:

  1. Start a Dialogue about the Future. At a staff meeting, ask the leadership team about what the change means. To keep things positive and productive, frame your questions around the company’s future and how the change impacts the future outlook. Asking smart questions and staying positively engaged in the change will make you shine in your manager’s eyes.
  2. List your Opportunities. This change likely brings with it the possibility of growth for you, personally, and not just growth for your company. As you begin to understand where the company is headed in the future, write down ways the change can open up new doors for you.
  3. Make Change Less Personal. Because change is disconnecting, it can sometimes feel like it’s a personal affront to us. But letting the voice in your head tell you that change is personal keeps you from adapting gracefully. Change is bigger than you, so don’t let your mind dwell on how much you’re personally suffering.

Using these three strategies helps you understand the potential payoff of the change, and get behind it. When you reframe change as a challenge with a purpose, you’ll have a much easier time coming out on top!

Keep a lookout for my second guest blog post coming soon.

About Courtney Clark
Courtney Clark speaks to organizations who want to adapt faster and achieve more by building a culture of Accelerated Resilience. She is the author of two books “The Giving Prescription,” and “The Successful Struggle,” a three-time cancer survivor, brain aneurysm survivor, keynote speaker, and founder of a nonprofit. www.CourtneyLClark.com

 

Trending HR Topics

Engage Blog: Top 10 HR Blogs of 2016

By: Kellie Wong
Social Media & Blog Manager, Achievers

How fast time flies! Can you believe it’s already 2017? Every time a new year rolls around, I like to reflect on the previous year. For Achievers and the Engage Blog, 2016 was extremely eventful. For starters, Achievers’ Customer Experience (ACE) 2016 was a huge hit, with amazing keynote speakers, including famous journalist Joan Lunden and CNN commentator Mel Robbins. From the 50 Most Engaged Workplaces Awards Gala to a stellar lineup of speaking sessions, ACE 2016 brought together a Who’s Who of top performers and thought leaders in the HR and employee engagement space. If you weren’t able to make our biggest event of the year last year, no worries. We have the sizzle reel right here for you to watch! Stay tuned, registration for ACE 2017 in New Orleans opens in just a few short months.

Here on the Engage Blog, readers enjoyed a wide variety of HR topics in 2016. Trending topics ranged from employee turnover and talent management challenges to top company perks and thought leadership on the hot topic of employee engagement. To recap the hottest HR themes from last year, we’ve compiled our top 10 blogs of 2016. A must-read for HR pros – and employee-focused management of all stripes.

  1. 30 Fun, Fresh Ideas for Employee Appreciation Day – Or Week!
    Do you know when Employee Appreciation Day is? Officially, it’s the first Friday in March. But because we love employees so much, we celebrate them that whole week! Regardless of whether you celebrate it for a day or a week, it’s the perfect time to show your employees some love. To help you celebrate in style, we shared a list of fun ideas to help spread employee appreciation across your entire organization – including how to enhance wellness perks and boost employee recognition. Read more >
  1. 4 Ideas For Celebrating Employee Anniversaries
    Show your employees how much you value their work and dedication by celebrating employee anniversaries. By observing major milestones, you are demonstrating employee appreciation and encouraging employee recognition. Yearly work anniversaries are no longer limited to just a mug with a “Congrats on Your 1-Year!” sticker on it. Discover new and refreshing ideas for celebrating employee anniversaries. Read more >
  1. Top 5 Best Company Mission Statements
    Does your company mission statement resonate with you? Company mission statements are meant to align an organization’s employees to a clear, primary purpose. If your company mission statement lacks luster, your organization as a whole might suffer.  Find inspiration for your company mission statement by checking out our top five list. Read more >
  1. 3 Biggest Talent Management Challenges for 2016
    Did you know only 39 percent of employees are “very satisfied” with their jobs? Why is this and what can you do about it? Sometimes employee dissatisfaction starts with management. It goes back to that famous saying, “Employees leave managers, not companies.” It’s a manager’s responsibility to help employees love their jobs. Discover three major talent management challenges and how to address each. Read more >
  1. 4 Signs An Employee Is About to Quit
    Employee retention is vital to maintaining company morale and reducing high turnover costs. It’s been estimated that employee attrition can cost six to nine months’ worth of a departing worker’s salary. Learn how to retain great talent by understanding why employees quit and monitoring for signs that they may be planning to leave. Read more >
  1. 5 Keys: How to Become an Inspirational Leader
    Don’t settle for average leadership. Learn how to motivate your team and become an inspirational leader. Marci Peters, Achievers’ Director of Customer Service, shares insight from her 20+ year career in customer experience and reveals five keys to unlocking the inspirational leader within. Read more >

  2.  Top 3 HR Trends for 2016
    What were the top three HR trends from 2016? At the start of 2016, we said it would be the increased use of data analysis, revamped performance management processes, and a shift in employee learning and development opportunities. Were we right? Rediscover the top HR trends we believed would carry forward into 2017. Read more >
  1. Characteristics of a Good Manager: What Can and Can’t Be Taught
    Good managers can make all the difference for a business and its employees. Can someone be taught to become a good manager, or is it something you’re born with? We share what we believe are some of the inherent qualities that contribute to making a great leader, along with characteristics that can be taught. Read more >
  1. The Best New Employee Engagement Ideas for 2016
    Engaged employees perform 20 percent better than others. Start boosting employee engagement with new approaches in the workplace, including gamification, weekly open “office hours” for employee feedback, and tools to empower brand ambassadors. Access our list of employee engagement ideas to help motivate employees to reach their highest potential. Read more >       
  1. Which Company Perks Attract the Best Talent?
    Who doesn’t like a list of the best company perks? Top notch benefits and perks can be an essential hiring tool and serve as your company’s competitive edge to stand out from the rest. From paid time off to wellness programs, we reveal which company perks attract the best talent. Read more >

As we enter the New Year, let’s remember that great customer experiences start with a great employee experience. And it shows up in the bottom line too! According to Gallup, companies with highly engaged workforces outperform their peers by 147% in earnings per share. Start by focusing on employee happiness, and you’ll soon see a positive ripple effect across your entire business.

Happy Employees = Happy Customers = Stronger Business Results

Here at Achievers, we want to take this opportunity to say “Thank you!” to our readers. We appreciate you taking the time to read and share the articles we put a lot of thought and love into creating, and we look forward to bringing you more great HR content on the Engage Blog in 2017. Keep a lookout for new guest blogs from top HR influencers and powerful insights surrounding employee engagement, leadership, work culture, rewards and recognition, recruiting and hiring, employee retention, HR technology, and more. Cheers to 2017!

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About Kellie Wong
Kellie WongKellie Wong is the Social Media & Blog Manager for Achievers. She manages Achievers’ social media presence and The Engage Blog, including the editorial calendars for both. In addition to writing blog content for The Engage Blog, she also manages and maintains relationships with 25+ guest blog contributors. Connect with Kellie on LinkedIn.

 

 

Who’s Your OGO?

By: Chris Jacobsen
National Account Executive, Achievers

A paradigm shift is happening in today’s workforce with the balance of power shifting from the employer to the employee. In response to this shifting playing field, employers are starting to register the power of recognition to boost engagement levels and increase productivity among their employees. But we still have a ways to go. According to a recent survey by KRC Research, workers say that an average of 50 days (nearly two months) pass between moments of recognition, while nearly 9 in 10 (87%) middle management employees feel unrecognized by their supervisors. 88% also feel unrecognized by their coworkers. With the shift to an employee-centric workplace, these recognition “droughts” should be a thing of the past. But although a greater emphasis on engagement and recognition has been underway for some time, it still feels as though we’re at the dawning of a new day.

As an Account Executive for an industry leader in the employee engagement space, getting to play a role in helping to bring about this shift is personally rewarding. But let me take a step back and tell you a little about how I ended up here and why the idea of recognition is so personally significant to me.

It’s Fall of 2009, and my soon to be wife, Anne, and I are sitting down for pre-marital counseling before we seal the deal (I know this is a Human Resources blog; but bear with me, I have a point, I promise). Something that has stuck with me since those counseling sessions, besides my wildly understanding, compassionate, and beautiful wife of seven years, is the topic of love languages. I had never given any thought as to what my “love language” might be until I was challenged to do so in those counseling sessions. Lo and behold, mine is “Words of Affirmation”. According to the assessment: Give me a little appreciation and recognition for a job well done and I’m good to go. How delightfully ironic (or perhaps not!) that I now work for a company whose mission it is to enable recognition and employee appreciation to happen anytime, anywhere in the world; and in so doing, change the way the world works.

Given my penchant for learning and a desire to know as much about the field of employee recognition as possible, it’s no surprise I was drawn to a book titled O Great One!, A Little Story About the Awesome Power of Recognition. “O Great One,” or OGO for short, was a nickname coined by the book’s author, David Novak, who: “Thought being called Grandpa, Poppy (or any similar title by his grandchildren) made him feel old before his time. Taking a cue from his father-in-law ‘Great Jack,’ he decreed his grandchildren should address him by his new moniker “O Great One” or “OGO” for short.” O Great One! (http://www.ogothebook.com/) is about the awesome power of recognition and how we can all play a part in attacking the world’s recognition deficit.

In the book, Mr. Novak tells how his interest in the idea of recognition grew from a personal experience of his – specifically, a birthday. On this particular birthday, his family gave him a gift in the form of a jar filled with strips of paper with moments of appreciation and expressions of love inscribed on them. This act had such a powerful effect on Novak that it provided the impetus for him to start a movement to attack “the global recognition deficit” – and to write a book, OGO, about the awesome power of recognition.

The importance of timely, frequent recognition is further emphasized within OGO as Novak recounts the experience of “Jeff,” who recognized a problem within his grandfather’s company after taking over as CEO.  The problem was a critical lack of employee recognition. With a few reluctant leaders on his team and skeptical board members, Jeff embarked on a mission to change the way his company works.

Being the former CEO of YUM! Brands (you know… KFC, Taco Bell and Pizza Hut), Mr. Novak has a ton a of experience with employee recognition and the importance of making employees feel valued for their work. In leadership roles for many years, he witnessed first hand the tremendous success that comes with aligning employees to company values and business goals. Syntehsizing all of this experience into actionable insights, Novak lays out 10 guiding principles of recognition for employers and individuals alike:

  1. People won’t care about you if you don’t care about them
    You need to show people you care about them before you can expect anything from them.
  1. The best way to show people you care is to listen to them
    We have two ears and one mouth for a reason. We need to remember that there’s always someone who knows something we don’t.
  1. A great idea can come from anywhere
    Great ideas are essential to a company’s success, so view everyone as a potential source of inspiration.
  1. Recognize great work and great ideas whenever and wherever you see them
    It is the visibility and velocity of recognition that drives engagement results.
  1. Make recognition a catalyst for results
    What gets recognized gets repeated. Tie recognition to company goals and values.
  1. Make it fun
    Make the recognition moments fun and enjoyable. Let’s not take ourselves too seriously!
  1. Make it personal
    Recognition should be meaningful and should resonate on a personal level.
  1. Recognition is universal
    The power of recognition does not discriminate, and all of us, no matter who we are, love to be recognized and should feel included.
  1. Giving recognition is a privilege
    And the act of giving recognition is its own reward.
  1. Say thank you every chance you get
    Saying “thank you” is free, so let’s start saying it lot more.

This book is about the awesome power of recognition and how we can all play a part in attacking the world’s recognition deficit. It feels great to be recognized and to give recognition. If more organizations focused their efforts on fostering cultures of recognition, both employees and employers stand to benefit in the form of incrased engagement, reduced attrition, and improved customer satisfaction. What I’ve realized after reading this book and working with Achievers and its customers, is that we truly can change the way the world works, one OGO at a time.

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About Chris Jacobsen
Chris Jacobsen
Chris’ passion for sales and HR software began in Southern California where he worked with ADP. He and his wife of seven years moved to Montreal in 2010 and now reside in New York’s Hudson Valley with their 5 yr old daughter and 3 yr old son. Having worked in large and small corporations Chris is keenly aware of the power of recognition and showing appreciation for great work. Outside of helping organizations reimagine how they recognize their employees, Chris enjoys cooking, building couch forts with his kids, and running. Connect with Chris on LinkedIn.