The organization could even create a survey committee to help instill buy-in, or focus groups that are allocated to determine the level of significance of the survey contents, and categorize accordingly (shrm, 2022).
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How employee engagement can impact the changing business environment
An organization with effective employee engagement consists of employees that are happy and excited to come to work, that value their roles and contribute to the success of the organization, and that understand the organization’s mission, objectives, and goals. Having an effective employee engagement strategy fosters a more positive culture. It reduces turnover, and increases productivity, relationships, and profits. Engagement drives satisfaction, energy, efficiency, and experiences. Employees with positive mental health also inflict those around them. As they feel more valued, they are more productive, satisfied, fulfilled, and ready to take on changes. They are more loyal to the company during times of change as well, thereby minimizing turnover costs and keeping retention high. They work harder when they like what they do and believe they are valuable to the firm (The Society for Human Resource Management [SHRM], 2022).
How employees can lead change
If the change management process is unknown, employee surveys can help determine the organizational changes that need to be implemented. Managers can use information from employee surveys to incorporate change that will truly enhance employee satisfaction. Managers can then communicate results with employees and initiate brainstorming sessions that result in actionable plans that employees and managers devise and implement together through processes, objectives, and goals. The organization could even create a survey committee to help instill buy-in, or focus groups that are allocated to determine the level of significance of the survey contents, and categorize accordingly (SHRM, 2022).
Once the organization has a plan for the change process, they can then communicate it to employees and provide ways in which they can lead the change. Organizational transformation requires participation and empowerment at all levels of the firm. This can be done through trust, accountability, and instilling behaviors and mindsets that help employees start preparing for the change.
Gleeson (2021) lists steps to empower employees to lead the change process:
1) Communicate a powerful vision for change that promotes buy-in.
2) Align systems and structure to the change vision.
3) Provide training for new systems and structures that will accompany the change.
4) Have a plan to handle those that don’t embrace the change. Get feedback from them and be transparent in communication.
5) Give the team ownership over projects so they feel empowered and take action to inspire others and adapt a positive mindset.