Engaging Through Change Webinar - Korn...

Engaging Through ChangeWebinar

Thu, 27 Oct 2016

Presented by:

Dr Stephen ChooDirector of Employee Engagement and Business Intelligence

© 2016 Korn Ferry. All rights reserved 2

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A total approach to leadership and talent

Korn Ferry Hay Group

helps you align your

organization to your people

– developing, engaging, and

rewarding them to reach new heights.

Korn Ferry Executive

Search helps you attract

the best executive talent

for moving your company

in the right direction.

Korn Ferry Futurestep

delivers professional

talent that builds up

leadership.


Your presenter today

Dr Stephen Choo

Director of Employee Engagement and

Business Intelligence

@choosgin

https://sg.linkedin.com/in/stephenchoouwa

Expertise

Design, analysis, and implementation of strategic diagnostic survey instruments to assist organizations in achieving a high performing culture. They include employee engagement surveys, organizational culture mapping, customer satisfaction assessment, change management evaluation, and talent attraction and retention industry study.

Stephen has more than fifteen years of experience in management and human resource consulting. He has written a book entitled “Entrepreneurial Management” and more than twenty papers on leadership, entrepreneurship, innovation and strategic human resource management in several academic and professional publications.

Academic and Professional Background

Stephen earned his PhD in international management from the University of Western Australia (“UWA”). He is also a graduate member of the Australian Institute of Company Directors (AICD). Stephen is President of UWA Alumni Network Singapore and Chair of UWA Business School Ambassadorial Council (Singapore Chapter).


Question 1

What change has your organization recently been through?

Merger or acquisition

Leadership change

New operating model & culture change

Reorg in response to competition/disruption

No change as we like it just the way it is!


Organizations don’t

drive change.

People do.


What we will cover today

What is our data saying?01

02

03

Engaging and enabling people through change

Actions to take to drive engagement through

change


What is our data saying?


Introducing our Engaged Performance™ Framework

Engagement

Committed and loyal people, willing to go the extra mile

Enablement

The right people in the right roles, in an enabling work

environment

1. Clear and promising direction

2. Confidence in leaders

3. Quality and customer focus

4. Respect and recognition

5. Development opportunities

6. Compensation and benefits

7. Performance management

8. Authority and empowerment

9. Resources

10.Training

11.Collaboration

12.Work, structure and process

Performance Drivers

Customer loyalty

Engaged

Performance™

What our surveys measure The results they achieve

Strong employer brand

Operational excellence

Financial performance

Attract and retain talent


Identifying four segments of employees

LEAST EFFECTIVE

Neither Engaged nor Enabled

DETACHED

Enabled, but not Engaged

ENGAGEMENT HIGHLOW

EN

AB

LE

ME

NT

LO

WH

IGH

13%

48%

12%27%

MOST EFFECTIVE

Engaged and Enabled

FRUSTRATED

Engaged, but not Enabled

The Engaged Performance™ Framework clusters

employees into four distinct segments, based on relative

levels of Engagement and Enablement in comparison to

Hay Group’s global benchmark.

The segmentation is designed to guide targeted action

efforts.

For example, when employees are frustrated action

should focus on implementing counter measures to

organizational barriers that hinder performance and

productivity.

Where, detachment is present employees are likely to be

disconnected for the organizations mission and purpose

and question their long term prospects at the company.


Employee engagement and enablement challenges amid change

Keeping employees

informed about

performance

Able to retain high-

quality employees

Confidence in leadership

and direction

Effectively organized

and structured

Poor performance is

addressed effectively

Encourage to take

reasonable risks

-13% -10% -11%

-12% -7% -11%Source: Korn Ferry Hay Group normative data for CEO/Leadership change


Identifying four segments of employees (through change)

LEAST EFFECTIVE

Neither Engaged nor Enabled

DETACHED

Enabled, but not Engaged

ENGAGEMENT HIGHLOW

EN

AB

LE

ME

NT

LO

WH

IGH

13%

48%

12%27%

MOST EFFECTIVE

Engaged and Enabled

FRUSTRATED

Engaged, but not Enabled

The Engaged Performance™ Framework clusters

employees into four distinct segments, based on relative

levels of Engagement and Enablement in comparison to

Hay Group’s global benchmark.

The segmentation is designed to guide targeted action

efforts.

For example, when employees are frustrated action

should focus on implementing counter measures to

organizational barriers that hinder performance and

productivity.

Where, detachment is present employees are likely to be

disconnected for the organizations mission and purpose

and question their long term prospects at the company.


Engaging & engaging people through change


Dos and Don’ts to engage and enable

No two changes are the same but there are consistent themes.

Don’t

1. Treat change like a

one-off event

2. Think all your people

will react in the same

way

3. Assume

engagement’s all

down to you

4. Expect to take

everyone with you

5. Stop (Become change

agile instead)

Do

1. Engage before

the change

2. Be crystal-clear in

your communications

3. Set your leaders up

for success

4. Support and equip

your managers

5. Involve your people


Actions to drive engagement through change


1. Get the story straight with your CEO and top team

2. Decide what you’re going to measure and how

3. Think about how to adapt your employee survey – or how to use a new one

4. Work out who can help you

Four ways to get started today


Use the voice of your people during change

Employee feedback is really important as it’s the only way we can gauge how people are feeling about the business.

Karen Rooney

HR Director (Corporate)

Listening and responding to the voice of our people is one of our highest priorities. From formal programs, such as an engagement survey and our talent management framework, to more informal support, such as ‘a wellness program’ and our online forums, we do whatever we can to engage and enable our teams.

““Nicky Duggan Redfern

Group HR Director


“As an HR professional, don’t be afraid to make yourself heard. Be bold, confident and fight for what you believe in. That’s how you’ll influence a situation.”

- Natalia Strelkova,

HR Director

Metinvest

How you can make an impact

Be Bold: Challenge your top team.

Be Aware: Observe how change is affecting the

people driving it.

Be Collaborative: Work effectively with the teams who can

help make change happen.


Question 2

How do you rate your organization in engaging your people through your most recent change?

Excellent job

Good but we could have done better

Average

Poor performance overall

We failed miserably


Engaging your people through change is tough – especially if you’re already doing more with less.

Now’s not the time to go at it alone.

We can help.


Change is hard, but engagement during tough times is vital.

Our new report Engaging through change will help you.

To compile it, we asked CEOs and engagement leaders from global organizations to share their practical advice and real-life experiences of engaging through change.

Korn Ferry Hay Group perspective

We’ll send you

a copy after

this webinar.

Questions?

Thank you for joining us today!Download the report: Engaging Through Change

http://haygroup-focus.com.au/new-report-one-definitive-guide-to-engaging-through-change

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