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10 High-Leverage Principles for Sustainable Organizational Change
Organizational change requires strong leadership, the right conditions — and the ability to abandon old notions. Here are 10, high-leverage things you can do to ensure a successful outcome for your next change effort.
An employee retention plan is really an employee engagement plan
Employees want to believe they’re part of something bigger. They want to believe in your organization, where it is headed, and how it will get there.
Six Key Steps to Improving Employee Retention
Employee engagement is the key to improving retention. Pay and benefits are part of that. So are training, career development, and personal growth. But there’s much more to why people choose to stay.
An intentional workplace culture is your best insurance plan.
Leaving culture to chance comes with substantial negative risks, including employee turnover and decreased productivity. So, get intentional about your culture. You’ll reap the benefits of improved performance and bottom-line results.
Survey anonymity is freeing for employees and best for candid insights.
If you want to measure your culture, an employee engagement survey is best way to get valuable insights. But there’s an ongoing debate: Should your survey be anonymous?
Your Checklist for Organizational Change Sustainability
Organizational change sustainability can be in your grasp. But to achieve success, you’ll need to exert strong change leadership, apply proven principles, and set up the right conditions. Let’s get started.
Before you seek to change employee morale, seek to understand it.
Has employee morale taken a nose dive recently? Before you seek ways to improve your culture, seek to understand what’s really happening. Here’s how to get started.
Engineering a Winning Workplace Culture
Rocket scientists might know how to launch satellites into space, but some organizational leaders are accomplishing something just as impressive: They’ve figured out how to unlock the human potential of their workforce.
Well-informed employees are more likely to accept change and align with your organization.
Clued-in employees feel like a true partner in your business, and they feel more connected as a result. Here are three helpful tips.
Crafting an intentional culture starts with an employee survey that asks the right questions.
An employee engagement survey is a great way to find out what you’re doing right, and where you can improve. But only if you ask the right questions.