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Every successful manager knows the modern company must change with the times, adapting to new technologies and strategies in order to remain successful. Boards, committees, or departments can construct detailed plans on how a company will transform to meet these evolving challenges. Money will be spent, man hours will pile up, and countless emails will be written. Great ideas may start from just a few people, but unless your employees are engaged in helping those changes take place, implementing them can be an exhaustive process that may never provide the desired results.

That’s why the most important step of your development is employee engagement. It sounds so simple, but the proven combination of work system analysis, design, and implementation methodologies can help guide your workforce to support your organization through its evolution. Employees are the people who will be most impacted by the changes, and you will need their cooperation and backing to have a successful roll out. Studies show that about 15% of employees are early adopters of change. The mainstream, or the wait-and-see group, make up 70%, and the resistors are the remaining 15%. Although that last small contingent can be loud, the majority of your employees will act responsibly and maintain the necessary structure of stability and growth. Engaging them successfully can help facilitate this process.

Engaged employees can do the following:

  • Picture themselves in the company’s vision of the future
  • Participate in planning and implementing changes
  • Understand the what, when, why, and how of the changes
  • Identify their “piece” of the change and use it in their work
  • Communicate both successes and failures to change leaders to ensure proper learning and an effective deployment of the changes throughout the organization

Workers are invited to share their own ideas and knowledge before the major changes have been decided, making them a part of the process to improve your company. Employees need to feel their ideas and feedback are heard; in turn, they are more likely to listen to the change leaders and take their visions to heart and make them happen. They want your company to succeed. After all, it’s their company, too!


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