How To Maximize Employee Engagement During An Organizational Change

One of the best ways to reduce employee resistance to change is to engage them throughout the project. In an ERP implementation, this means engaging employees throughout the planning stage, software selection stage, and beyond.

Today, we’re sharing expert tips on how to ensure employee engagement during organizational change, whether you’re planning a digital transformation, an ERP implementation, or another type of large-scale change.

Expert Tips for Engaging Employees

1. Develop a Strategy

An effective change management strategy serves as the foundation for engaging and supporting employees throughout all project phases.

When developing this strategy, consider the following questions:

What are the specific goals of the change initiative, and how will they impact various departments and teams?
Who are the key stakeholders, and what roles will they play in driving the change?
What are the potential risks associated with the change, and what mitigation strategies can be employed?
Does the change align with the company’s culture and values?
How can we involve employees in project activities, such as requirements gathering?

Beyond these questions, your strategy should provide a detailed roadmap for the entire change process, including milestones and key performance indicators (KPIs).

It is also essential to identify potential resistance points and develop a plan to address them.

Ultimately, the strategy should serve as a living document that evolves as the project progresses, ensuring that it remains aligned with both the organization’s goals and employee needs.

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2. Communicate Effectively

Without clear, consistent, and transparent communication, even the most well-planned initiatives can falter (just ask our Software Expert Witness team.)

Employees need to understand not just what changes are happening, but why they are necessary, how they will be implemented, and how they will impact their individual roles. This understanding helps to reduce uncertainty and build trust in the leadership guiding the change.

Our ERP consultants often advise clients to leverage the following strategies when communicating with employees:

Regular Updates: Provide regular updates throughout the change process, using multiple channels such as emails, town hall meetings, and dedicated project intranets.
Two-Way Dialogue: Encourage feedback and questions from employees through surveys and Q&A sessions.
Tailored Messaging: Different groups within your organization will have different concerns and needs. Tailor your communication to address these differences, ensuring that messages are relevant to each group.

3. Prioritize Employee Training

Training is a critical component of successful change management, especially during an ERP implementation. Without proper training, employees are likely to struggle with new tools, leading to frustration, decreased productivity, and long-lasting operational disruptions.

To maximize the effectiveness of employee training, consider the following strategies:

Make it Comprehensive: Design training programs that encompass all the functional areas affected by the change. This ensures that employees at all levels and across all departments have the skills they need to adapt to new processes and technologies.
Vary the Learning Modalities: Recognize that employees have different learning preferences and incorporate a mix of training methods, such as in-person workshops, online modules, and one-on-one coaching.
Invest in Continuous Learning and Support: Continuous learning reinforces skills and helps employees keep up with any changes that occur post-implementation. Provide ongoing learning opportunities and resources, such as refresher courses, on-demand video tutorials, and a help desk for real-time support.

4. Evaluate Change Management Efforts

This involves not only measuring progress against predefined KPIs but also actively seeking feedback from employees.

Key components to consider when evaluating change management efforts include:

Performance Metrics: Identify and track metrics that align with your change objectives. This might include measures of productivity, employee satisfaction scores, or user adoption rates.
Feedback Loops: Establish feedback loops that allow employees to voice their concerns and challenges. This feedback can be collected through surveys, focus groups, or informal check-ins. Use this information to identify areas where additional support or adjustments are needed.
Adjust and Adapt: Change management is not a linear process. Be prepared to adapt your approach based on the feedback and data you collect. This may involve revisiting your communication strategy, refining training programs, or addressing unforeseen obstacles that have emerged.

Learn More About Employee Engagement

Ensuring employee engagement during organizational change can be challenging. However, the right change management strategy can empower employees to work toward the company’s vision.

Our team of change management consultants can help you maximize employee engagement while minimizing resistance. Contact us below to learn more.