Transforming Employee Engagement Starts With Change Management

Transforming Employee Engagement Starts With Successful Change Management

Building a culture of engagement doesn’t happen by chance – it starts with a successful change management strategy. As more organizations shift toward team-based structures and digital-first operations, business and HR leaders face new pressure to transform their real-time performance management efforts accordingly.

Today, more than two-thirds of organizations are redesigning their performance management practices (from both a process and technology perspective), according to Deloitte research. But one-and-done changes such as adjusting employee review policies or rolling out recognition and rewards processes aren’t enough to drive sustainable results. Instead, organizations need a thoughtful, long-term strategy that addresses the diverse needs of the entire organization and helps orchestrate a complete cultural shift.

3 Ways to Ensure Successful Change Management

Reimagining employee performance and engagement is a journey that starts long before rolling out a new process or app. This requires executives and HR leaders to:

  1. Take stock of the status quo – With a clear understanding of your organization’s current approach to employee engagement, you can develop a stronger plan for how it should evolve. Spend time with managers and employees from across teams, functions and locations to get a grasp on how they handle everything from coaching and goal-setting to giving or receiving feedback. Ask for candid opinions on what’s missing from existing tools and processes, then use this information to determine the best course of action.
  2. Promote awareness – Communication around organization-wide change like launching an ongoing performance and engagement program should happen as soon as possible. If you only plan on communicating to employees after you’ve implemented the tool, you’ve not only missed a huge opportunity – you’re setting up the initiative to fail. Carve out time to explain why the organization moved to a different performance management or survey program, as well as how the switch benefits each stakeholder (managers and employees alike.)
  3. Pursue constant improvement – High-performing organizations expect their people to continuously learn and grow – and they should hold their employee engagement programs to the same standard. Develop a cadence for collecting employee and manager feedback about what new tools and processes are working, what’s not, and how they feel internal efforts can improve.

Master Successful Change Management With HighGround

At HighGround, we deliver more than a performance management and employee engagement technology solution. We match customers with a full team of experts to help create employee engagement programs that fit their unique needs.

Our Customer Success Managers go beyond setting project implementation goals and timelines, helping you navigate best practices for change management, adoption and end-user training. And as your business goals change over time, our team is there to advise on how HighGround can help achieve them.

Looking for a partner who’s committed to helping your organization facilitate successful change management? Read our eBook, “Continuous Employee Engagement: The Real-Time Difference” to learn more.