|
Managers are often too busy focusing on process elements of change; as a result, they neglect major opportunities to leverage and mitigate staff behaviors that affect the...
|
|
|
Focus is often first placed on figuring out the operational and process changes, leaving the people aspect until the end. This is the biggest mistake a manager can make and...
|
|
|
To effectively communicate with staff, it is important to put the business rationale behind change and its expectations into writing. This will be very useful when...
|
|
|
To effectively communicate with staff, it is important to put the business rationale behind changes and their expectations into writing. This will be very useful when...
|
|
|
This questionnaire is meant to gather feedback from staff members about a recent change process. The purpose of this feedback is to improve the process for future change...
|
|
|
Key roles hold an organization’s most valued knowledge and skills. In the worst cast scenario, a key employee’s departure results in loss of valuable knowledge, core...
|
|
|
Losing employees in key roles without adequate preparation for their departure hinders productivity, knowledge retention, relationships, and opportunities. Practice sound...
|
|
|
Use this tool to document key roles, incumbents, potential successors, and associated readiness and risk points.
|
|
|
Employee engagement on the team level should be owned by those who have the greatest impact on employees’s daily lives – their managers.
|
|
|
The Engagement Feedback Session Agenda Template provides managers with a customizable, step-by step guide to conducting a team meeting to share insights on what the results...
|
|
