Changing firms need to heed employee engagement

As global market conditions become increasingly unpredictable, organisations around the world have started Change Management initiatives to become more nimble and receptive to volatility.

Unfortunately, according to a study published by Lee Hecht Harrison (LHH), only 25 per cent of firms subscribing for Change Management initiatives have achieved lasting results. The remaining 75 per cent only experienced short-term or even no significant change at all.

One of the major causes for this failure, as LHH stipulates, is employees’ weak collective engagement in the whole process.

The study maintains that during the transformation period, businesses will never create a sense of collective engagement in their employees if leaders remain silent, or have a dismissive attitude towards their subordinates. Likewise, a blanket “one-size-fits-all” approach will not result in true engagement either.

“During a time of change, you need to realise that true change happens one employee at a time. To create collective engagement during this period, employees have to feel they are working for an organisation that promotes transparency, empowerment, collaboration, and offers space for open dialogue,” LHH says.

The study also reminds firm’s leaders that their employees are emotionally invested in the company they work for—thus patience, sympathy, and understanding are of the essence.

LHH suggests that to make employees feel involved, leaders should take time and effort to craft a consistent and transparent message when their firms undergo change. They should also be available to answer further queries or clarify misunderstandings, because an attentive ear is highly valued.

“Leaders should communicate the firm’s future vision and link it to the objectives of each team and individual. This gives everyone an understanding of their own role and the value it adds to the firm’s future, as well as the current state of the business,” the study reads.

The study concludes that organisational change is sometimes unpredictable, but firms should always be prepared to engage their employees in the process.

Business doesn't stand still. Whether you're restructuring, downsizing or just dealing with whatever the financial climate throws at you, change is inevitable. But that doesn't mean you can't be prepared for it.