Whether you voted Trump or Clinton, what cannot be argued is that the country was divided on who we wanted to be the 45th President. All too often in my career I’ve heard leaders say things like, “Check your personal life at the door.”
That is impossible. I’m sure your organization was like mine Wednesday morning following the election: Low productivity as everyone talked about Election night and what it meant for us, our friends, family, etc…
Change elicits all kinds of emotions, some bad and some good. As I thought more about the Presidential Election my focus shifted to similar changes, and ultimately the reactions to those changes, in the workplace.
As an example, when a new leader is appointed at a company or inside a division, the team reacts to this change. The team members’ individual reactions begin to immediately shape how they feel and what they ultimately do in response to this change. Think about all the potential areas of contrast a simple leadership change can create.
Potential contrasts for employees to reconcile with are:
- Gender: male vs. female
- Age: Baby Boomer vs. Millennial
- Tenure at company: 20+ years vs. new hire
- Location: domestic vs. international
- Strategy: growth vs. sustain
- Communication style: open vs. autocratic
Those are just off the top of my head in 15 seconds. The list is infinite. So what can organizational leaders do to identify the impact “change” has within their company and ultimately take action to minimize negative ramifications? Start with asking them questions: early and often.
This process should start from on-boarding and not stop until they are no longer with your organization. [clickToTweet tweet=”Your employees are your greatest asset and your most significant investment.” quote=”Your employees are your greatest asset and your most significant investment.”]
As a result, they need a significant amount of your attention. Survey tools like Talmetrix allow an employer to capture employee insight on a regular basis so that there are no “blind spots.”
Once you have asked and they have answered, thank them and acknowledge their feedback. We have all been on both sides of the survey experience. We have take surveys where we invest our time and energy with nothing to show for it. The employer or vendor did nothing to make believe my voice was heard.
On the flip side most of us have had the opposite experience. We provided our feedback, the employer or vendor heard the feedback, acted on the feedback, and made change. In those experiences we become a more engaged employee or a customer for life. What can’t be argued is that when employees feel heard, and are ultimately engaged, the impact is always positive.
How are you capturing the impact of change on your workforce?
Stop Guessing & Start Knowing
Uncover how to write great employee survey questions, how to best communicate to employees about employee feedback and even how to avoid survey fatigue among your employees. Download the Art & Science of Employee Engagement Guidebook below to learn best practices and proven methods to implement as you fuel your high-performance culture.
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