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FROM OUR CEO
Another Engagement Survey! Now What?
April 8th, 2024 | From our CEO
I talk to a lot of leaders that have received the results from their annual engagement surveys, and have now been given the task by their HR to ‘act and report back’.
They all say variants of the same sentence:
“I know what we keep doing is not working. It is a tick-off exercise allowing me to report back to HR. Help me define the solution, so I can make a REAL difference for my people.”
My answer is always the same: “You need to work with the right people on the right matters – and then forget about everything else.”.
The Right Matters…
Say you get a really low score on a classic engagement survey score, but that score really does not drive engagement inside your company… then you must ignore it! – and focus on the key drivers instead.
Aren’t the key drivers for engagement always the same, you might ask?
No, they are not! They differ from company to company. From microculture to microculture. You must do the analysis. Anyone telling you something else is probably a technology company trying to sell you an easy self-service engagement solution.
Find out what the key drivers are, and what the impact variables for them are. Ignore anything that is not on that list. Ruthlessly!
The Right People…
The next step is who to engage in your work with the right matters.
Who is it you want to engage in focus groups. Who is it you want to listen to. Who is you want to co-create with. Who is it you want to lead your interventions. Who is it you want to be your insiders…
Identify them, so they can make sense of everything to their colleagues.
Nothing happens until it makes sense to the colleagues… but 3% of your people are the ones that 90% look to, when they make sense of things. These are the right people to activate and engage.
A Case…
One of our clients did exactly that. I have described their case in length in the final chapter of my playbook ‘Another Change Fiasco! Now What?’
They worked on the right matters with the right people, and managed a remarkable turnaround of engagement. See the illustration below, which shows their eNPS score over time.
From -48 when they hit rock-bottom to +28 shortly after.
Show me any other organization achieving the same.
FROM OUR CEO
Do Less, Do Better & Do it With the People!
March 1st, 2024 | From our CEO
This morning, Ciara Lancaster – Reimagine Change® Speaker shared an article from Gartner advising CFO’s that Change Fatigue was real.
I responded: ‘The fatigue is a result of how the change is run. Top-down, de-focused & laissez-faire. It is the direct path to another change fiasco! Done BY the people AND done WITH the people BEATS done TO!’
Let me expand on this.
Enterprise-wide Change Double to 10 per 3 Years
In November, my good friend Hilton Barbour who had attended a Gartner conference in USA shared Gartner estimated enterprise-wide change programs to double in the next 3 years.
From 5 per 3 years to 10 per 3 years.
No wonder change fatigue is real!!!
Leaders would never launch so many change programs, if they had to get their own hands dirty as part of the change. So they hire consultants – especially to do the nitty gritty day in day out change implementation work…
But guess what? – The people see it.
They see leaders are not getting personally involved and not taking ownership.
So why should the people?
Change by Representation Does Not Work
In October, I had a conversation with another good friend Holger Rathgeber, co-author of ‘Our Iceberg is Melting’ and the follow-up ‘That is Not How We Do it Here’.
Here he stated: ‘Change by representation does not work.’
I agree!
If you need to bring in an army of implementation consultants to deliver your change including engaging with your people for you, then you are doing it wrong.
The data we have collected in Innovisor for the Six Change Blockers is VERY CLEAR on this.
Change by representation does not work!
What Works for Change?
So, what works? It is actually pretty simple.
- Do Less!
- Do it Better!
- Do it With the People!
Article by:
Jeppe V. Hansgaard
Connect directly with Jeppe via one of his social platforms.
Article by:
Jeppe V. Hansgaard
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