Cbl change leaders feedback sept2015
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Transcript of Cbl change leaders feedback sept2015
Celebration BrandsLimited
CHANGE LEADERS FEEDBACK REPORTAUGUST 31, 2015
Prepared by: The JobBankDelivered by: Dr. Leahcim Semaj
May 3, 2023 2
Dr. Leahcim SemajChief Ideator & Resultant
The JobBank
Keep In Touch!
Context of the Report The following represents the compilation and cursory analysis of feedback received from participants during the Change Management Workshop conducted by the JobBank.
Several questions were asked to participants to gain insight into their perception on the meaning of change among other topics.
These responses help to frame the necessary outcomes of the change management and team building workshop.
Responses were organised by themes to improve the accuracy and relevance of the data.
What is presented here outlines how the employees of Celebration Brands Limited view the change process, alongside the emerging challenges and solutions to the same.
What Are the Real Issues With CBL?
Responses0
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8Communication & Clarity
Cultural Disconnect & Conflicts
Lack of CB Identity
Lack of targets & Accountability
Lacking Support Form Parent Company
Weak Systems In Place
Unqualified Staff
Lack of Recognition
Limited Opportunities of Advancement
How Will You Foster Growth in the Company?
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6 Training & Mentorship
Improve Communication
Developing The Right At -titude
Employee Engagement
Developing A Clear Vision & Goal Setting
Team Work
Effective Systems & Policies
How Will You Give Recognition to the Staff?
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Celebrate Success Verbally
Give Rewards & Incentives
Opportunities for Promotion
Monetary Rewards
Rate Instead of Rank
How Will You Develop The Careers of Staff Members?
Responses0123456789
10Training & Mentoring
Cross-Training
Leading Effectively
Succession Planning
Aligning the Values of Staff
Educating Staff Loans/Grants
How Will You Enhance the Staff’s Productivity?
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7Rewards & Team, Family Building Activities
Motivate & Inspire
Providing Tools & Resources
Enhance Communication
Enhance Work-Life Balance
Delegate Tasks
Cross Training
Goal Setting
Educating Staff Loans/Grants
How Will You Maintain Work-life Balance in the Staff?
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7 Flexible Working Hours & Normalized HoursDelegate & Improve Time Man-agementEncourage Team Work & Teambuild-ing ActivitesMandatory VacationAnnual Medical CheckupsRecreational ActivitiesReward Employees - Vacatio PackagesFinancial CounsellingDay Care Facility & Gym
How Will You Maintain Work-life Balance in Yourself?
Delegate responsibilities
Separate work from personal life
Five minute breaths
Get rid of procrastinations
Be more health orientated
Balance work/ Recreational activities
Go home early everyday
Continue working on the 6 pack
Go to more activations, Beer Wednesday etc.
Prioritize tasks or day
Practice good time management
Do not take work home
Plan your daily activities.
How Will You Attract & Retain Gen X (Ages 30-50)
Attract Gleaner Print & Electronic Via Email & or Print
media Health benefits Scholarships for self and
dependents High recognition
Good pension plan – other perks
Health plan – Promotional advancement opportunity (Comprehensive benefit plan)
Appetizing package Money/ salary Job security/
stability Rewards and
recognition Security and
stability
Flexi-time Referrals, experience and
recognition Vacation time Compensation based upon needs
and expectations/ Benefits
Retain Provisions for pensions/ health benefits Role that uses experience, leverage their generation shift Bring them up to speed with technology
Use the Gen Y to mentor the Gen X Opportunities after retirement
How Will You Attract & Retain Gen Y (Under 30)Attract
Social media recruit – Skype/ Video call interview
Several high energy staff engagement activities
Casual wear atmosphere Offering a job that they are
visible
Further education/ investments/shares/Perks
University career days – high school job fairs
Money – attractive salary
Fun – technologically advanced. Virtual job- work from home
Travel offered Social & Technological
environment Create a modern
workspace
Create a fun working environment Show an image of modern flavor Ensure your technology in the
workplace is up to date Flexi-work hours Food – accessible and free Communicate internally via
WhatsApp/ Social media
Retain Empower them to use their technological knowledge. Flexible working
hours and attractive deals Involve them in decision making process Flexible working environment Consistent training to keep them up to date
Put them in positions of responsibility Ensure them the freedom to express themselves
creatively and strategically Prepare the workplace for Y take
over/empowerment Allow flexibility to work from any location
Conclusions The answers to these questions are very telling of the corporate culture and the mind-sets of those involved in guiding the way forward. Follow-up sessions may be necessary to complete the change process as cross-training and coaching were frequently requested. Cultural problems exist, which can serve to destabilise the organisation coming at a cost to profit and productivity. The major issue with CBL seems to be the cultural lapses within the organization and the lack of a wholesome identity leading to fragmented communications and employee apathy. The parent company’s relationship with CBL must be revised as it dominant in nature and not cooperative. However, the change team was very cooperative and by virtue of the responses garnered it is clear that understanding was derived, however, comprehensive leadership and intrapreneurship workshop sessions may be necessary get the right persons off the bus, get the right people on the bus and get the best persons in the driving seats of the company. The need for effective systems and policies were highlighted as a means through which growth could be facilitated alongside the need for the development of a clear vision and goals.
Recommendation Responses giving insight into strategies to retain talent should be operationalised to reap rewards and attract the respective generational groups. We recommend that a work value assessment be done with the staff of CBL to align the values of the company and staff to solve the cultural gaps that exist. The JobBank is happy to assist in this regard, we look forward to further discussions. We enjoyed this mutually beneficial exercise. Thank you.