Benefits of Creating Employee Engagement through Change Management

Implementation of Change

ChangeManage-Blog

Total Recognition Platforms have been shown time and time again to improve employee engagement, increase productivity, and make employees genuinely feel a sense of appreciation from their organization. Announcing the adoption of a Total Recognition program to your employees should bring feelings of motivation, loyalty, and appreciation.As odd as it may seem, change, even when it's something as positive as a Total Recognition program, can incite nervousness among some employees. Especially for those who are quite accustomed to the annual recognition model. There is the potential of employees feeling overwhelmed when adapting to a new employee engagement structure.

Change Management to the Rescue

Such situations can easily be avoided by establishing a change management plan. A change management plan will allow organizational leaders to think through how to announce, communicate, launch, and continue your new Total Recognition program.

A change management plan can reduce the risk of ill feelings and misinterpretation of your new program.

Communication Begets Success

In organizations, employees do not have the responsibility to manage change. It is the sole responsibility of management to communicate, interpret, and facilitate the change, while ensuring everyone is on board and no one gets left behind. Communication is very important for employees to begin to trust, participate and eventually become fully engaged in the change process. It is vital for employees to know why changes are being made, how the changes benefit the organization, and how they benefit them as part of the organization.

In many cases, organizational leaders can identify strategic plans that will help them meet goals. However, it is not uncommon for them to expect that the management team and employees will "get the memo", get engaged, and make it happen. However, the leaders often fail with this expectation. Managers and leaders must work together to handle change in a manner in which employees can cope with the changes and offer support for those that need additional time and conversation throughout the process.

A change management plan will ensure that your new Total Recognition program will succeed and thrive from the beginning!

How Do You Incorporate Personal and Organizational Change Into Your Recognition Programs?

First, you should determine how big the gap is between the current state and the futured or desired state of your program. What areas are incremental changes versus transformational changes? Identify these areas to begin. Secondly, you should develop a detailed design for moving the organization from the current state you identified in the earlier step to the desired or future state that you’d like to be in. 

Next, remember and utilize a systems approach. The issues and outcomes of this process may be focused on one of the organizational elements of strategy, people, structure, processes and/or culture. However, keep in mind that by changing one of these elements, the entire organization will be affected. The interdependencies and alignment of the whole system must be factored into the plan for maximum success.

This blog was originally published on November 17, 2014 and updated on February 26, 2021 for accuracy.

New Call-to-action

Unsure of where to begin with your Total Recognition program? We can help. Start the conversation at https://www.cashort.com/brand/contact-us.

Contact Us

 At C.A. Short Company, we are your partner for increased employee engagement resulting in increased performance outcomes to grow your bottom line. Our process and research-based platform helps you engage your team in order to increase your bottom line, motivate your staff to the benefit of the entire organization, and reward your people for the positive changes they make. To request a Complimentary Consultation, please click here.   

Topics: Employee Engagement, Employee Engagement Strategies

Jeff Ross, CPA, CRP, CSM

About the Author
Jeff Ross, CPA, CRP, CSM

CEO & CFO
Mr. Ross, a certified public accountant, joined the C.A. Short Company as its controller in June 1993 and was named Chief Financial Officer in November 1996. From there, Jeff was promoted to President and Chief Financial Officer, and in 2017, was appointed CEO. Before joining C.A. Short Company, Ross was employed as an accountant by Hausser + Taylor, a large public accounting and consulting firm. Jeff presently serves on the Board of Directors of 2XSalt Ministries, Charlotte, NC and is a member of North Carolina Association of Certified Public Accountants, The Ohio Society of Certified Public Accountants, and American Institute of Certified Public Accountants. Mr. Ross graduated from The Ohio State University with Bachelor of Science and Bachelor of Arts degrees in 1989.

Subscribe to Email Updates