change management process change management plan
The workplace has trouble brewing. According to a study done by the job-placement firm Manpower, 84% of those surveyed wanted to change their jobs in 2011. A Gallop poll from the same year found that 71% of employees are either "not engaged" or "actively disengaged" at work. Any way you cut it, that's a lot of unhappy people at work.
Since the economy's rate of improvement has been slow, I believe it's safe to assume that many current workers are simply biding their time until they believe the recovery is back to a relatively safe growth level. At that point, the exit doors may be blown open by a stampede of unhappy employees looking for greener pastures.
While everyone has the typical gripes about work every so often, these surveys, and several others with similar results, should serve as a huge signal to employers that things must improve soon, or their staff may dwindle to unhealthy levels. However, before employees head for the doors, there will be noticea ble adverse affects. Lost sales, decreases in productivity, and, quite possibly, lost time due to an increase in the susceptibility to stress-related illnesses.
Obviously, many people are not inspired. I believe their despair isn't their fault. I believe they're losing, or have lost, the enjoyment and pride in a job done well because of a lack of real leadership in management. While the rank-and-file aren't looking for the next John Paul Jones or Douglas MacArthur, they do want, and deserve, more than what has been foisted upon them in recent years.
People need to know that what they do is not only good for the company, but also good for their community, whether it's their neighborhood, or the world. They need those in charge to effectively communicate with them in a way that the company's goals become a cause that they can rally around. They need to see, and believe, that everyone in the company has a purpose and that they're all working together.
If you'r e in senior management, I have three recommendations that you should take very soon to avoid the coming exodus:
1. Survey your workers
Your employees will be wary of taking a survey about their attitudes about their work and the company. I know that I wouldn't believe that the results were anonymous. However, it's a step that must be taken. Have your technical department make a survey similar to the ones found online. Those are secure and the identities of the respondents are kept secret. For the bolder worker, put in a section where they can add comments and if they wish, add their name.
Note - if they add their name, you must ensure that their opinions will not be used to adversely affect their position in the company. I'm sure your lawyers will attest to that.
You can also look through the blog sites to see what people are saying about your company. It's amazing what people will say when they can use an alias.
2. Take a stroll around the work floor
Depending on your organization, this may be figurative or literal. When was the last time you took a walk through your facility or your stores and just talked to the workers? When was the last time you experienced what they're dealing with on a daily basis? What's it like to deal with a jaded public in 2012?
If you've been spending all of your time isolated from the day-to-day activities of your company, it's time to get a dose of reality. I'm sure you've had numerous courses on communication. It's time to use those skills and find out what's on their minds.
3. Look in the mirror
People want leaders in management positions. Are you the type of person that people willingly follow? Are you describing the vision of your firm in a way your workers can feel? Has your leadership training made changes in your persona, or was it all fun and games? Do you truly believe in your company's vision, or are y ou there to do your daily tasks and get a nice paycheck?
The mood of the workers today isn't good. There are danger signals everywhere. It's up to you to get your employees back on course. You can do that by being a true leader and give them a reason to stay with you. Help them understand the company's goals. Show them that what they do truly matters. Become an inspiration to them.
They're counting on you.
Leon R. Scott is a Certified Master Life Coach specializing in Career Transitions for veterans, upwardly mobile employees, and those wanting to change career paths.
Get free access to Leon's advice and tips about changing careers in the report entitled "So You Want To Change Careers. Are You Sure About That?" Go to http://www.youtimestwoonline.com/services.