Vous naviguez dans le changement organisationnel. Comment pouvez-vous recueillir efficacement les commentaires des employés ?

For your employees to feel safe they need to have trust. If there is no trust between employees and their leader or the company, you will never receive honest feedback. Surveys are good, however not all employees feel that they are truly confidential so do not participate, or do not give accurate feedback. The only way to gain trust in your employees is to listen to their feedback and act, even if/when that action is only acknowledging that they were heard. Employees can tell whether you are genuine, so if you are not do not attempt to pretend.

1. Share how you experience the change, regularly. Sharing your own understandings, thoughts and feelings creates space for others to do so as well. 2. Ask, preferrably in individual conversations. So use your leadership team to ask their team members if your target audience is too large. Additionally, use a company-wide change survey. 3. Observe behaviour and engage if necessary: promote good examples but also talk about bad ones.

When experiencing org change you must explain the WHY (the vision). People work towards and buy into visions and causes. The vision should be clear and empowering. Then, and only then, can you ask for feedback. Otherwise all of your feedback will be: "this change isn't necessary", "I don't understand why things needed to change", "the change is fine, seems the same as before", etc. Feedback about HOW best to implement change should be completed upfront. All ideas should be considered and many should be incorporated. Then feedback should be requested in an ongoing manner in a feedback loop as mentioned through small focus groups and one-on-ones. "What is going well?" "Where can we do better?" "How can we best support you?"

Like a captain seeking input from their crew, your openness to feedback can steer the ship smoothly through the seas of change. 🚢🌊🌟 📢 Communicate the purpose of the change and the importance of feedback. 🛠️ Use surveys and polls for structured, quantifiable insights. 🗣️ Hold focus groups to discuss concerns and suggestions in-depth. 📬 Provide anonymous channels for honest, unfiltered feedback. 🔄 Act on the feedback to show it's valued and taken seriously.

While navigating organizational change, leaders must be constantly taking feedback - direct or indirect. Keeping everyone up-to-date and engaging them at the right time is key to success. Success or outcome depends on how well employees have accepted the change. Observing employee behavior in their day to day productivity, morale, engagement levels, meeting deadlines of stakeholder can be some indicators of how well the change is being received. Some people are not comfortable with sharing direct feedback therefore observing feedback can be valuable source of indirect feedback and addressing discomfort before time.

Observing employee behavior provides indirect feedback. Changes in productivity, morale, and engagement indicate how well changes are received. For example, if productivity drops after implementing a new software system, it might signal resistance. Conversely, increased team collaboration after a new policy introduction could indicate positive adaptation.

The first place you should start is by including them at the start. You can now do that by blending Organizational Change Management (OCM) with Personal Change Management (PCM) by using the only bespoke personal change model and methodology called Scared So What. SSW focuses on individuals and how to process their feelings regarding the change and guides them to make an informed decision vs an assumptive one. From there, they can build their own plan with So What that is personalized to their wants and needs. You do this process first to include them, thus gaining feedback and full inclusion. You can use the app technology as well and the org has insights into their views on the change in real time vs post change lag. #scaredsowhat