Korn Ferry Hay Group Research Proves Employee Engagement Drops During Organizational Change
Employees Believe Companies are Less Able to Retain Talent and Address Poor Performance
Experts Offer Advice on How to Instill Confidence and Sustain Productivity
As part of the study,
- the company is able to retain high-quality employees is 27 percent lower than the global average.
- encouraged to take reasonable risks (such as trying new ideas or new ways of doing things) is 18 percent lower than the global average.
- the company is effectively organized and structured is 13 percent lower than the global average.
- poor performance is generally addressed effectively in the company is 16 percent lower than the global average.
- the company is effectively managed and well-run is 11 percent lower than the global average.
- the company keeps employees informed about the performance of the business is 19 percent lower than the global average.
“Given the fact that 2015 was a record year for corporate mergers and
acquisitions, the issue of change at the top is a very real possibility
for organizations. And while no two changes are the same, many factors
influence whether they succeed or fail,” said
In the report, entitled One
Definitive Guide to Engaging Through Change,
- Engage before the change – Work to develop strong engagement levels before change to help weather the storm.
- Make communications crystal clear - At the start of a change event, commit to working with your leaders and internal communications team to create frequent, clear and consistent communications.
- Set leaders up for success – Coach and develop leaders, and help them understand their personal role in change.
- Support and equip managers – Make sure managers have the tools, skills and ideas to engage their teams.
- Involve your people – Change impacts the entire organization. Develop ways to retain the best and brightest.
“Change can make the future look less certain, which gives your competitors a great opportunity to try to snatch your best people,” said Royal. “Make sure you know who your high performers and high potentials are, then think about proactively engaging them. This is especially true for new hires, who may have signed up to work for a very different organization from the one it’s about to become.”
Tracy Kurschner, 612-309-3957