What gives employees ownership of our strategic change?
Employees gain ownership of strategic change by helping shape the direction through structured collaboration that draws on their practical knowledge.
Read moreA change in direction or working practices needs employees to understand what it means and help put it into practice. Leaders and communications teams need to make room for employees’ knowledge, build trust in the proposed changes and give teams a clear basis for action.
Employees gain ownership of strategic change by helping shape the direction through structured collaboration that draws on their practical knowledge.
Read moreStrategic choices turn into team action when teams understand the chosen direction, own the thinking behind it and receive support to put it into practice.
Read moreA new vision is believable when employees can picture the proposed future and understand the clear choices behind it.
Read moreEmployee support for digital transformation grows through empathetic communication about practical changes, clear immediate benefits and a manageable path that builds consensus over time.
Read moreFlexible working arrangements should reflect direct employee research into differing professional and personal needs, rather than assume everyone needs the same balance of home and office.
Read moreMutual trust in flexible working grows when employers judge delivery rather than presence, employees take responsibility for agreed outcomes, and leaders reinforce the agreement through their behaviour.
Read moreCommunicate your move to flexible working by coordinating the approach across teams, explaining the reasons and implications clearly, and keeping dialogue open as employees experience the arrangements.
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