Change Through Transformational Leadership

Employee feedback and measurement

Culture Amp suggests that communication needs to be a loop and that without closing that loop a change management programme may take longer, be harder to implement, cost more money and be more complicated than hoped for. Discussed during the event was the working environment and what kind of input employees should have when shaping organisational change, across all levels including business units, functions and countries. Different tools and resources are being used to effectively manage employee feedback, including pulse surveys and one question a month style polls. These short and sweet surveys tend to receive more engagement than longer annual surveys and follow a change in real life. Employee feedback provides a rich insight into what may or may not be working for any change programme and alongside this sits organisational performance. HR analytics can present a variety of useful insights and trends including leadership and team assessment data, business performance and cultural shifts. Sandoz reported that culture impacts on their performance factor by up to 50% and sometimes the simplest of changes can be symbolic, for example abolishing allocated parking to senior executives. Sandoz also stated that they consider Diversity and Inclusion to be significant to cultural change, and while diversity is present, inclusion can always be a choice. Their flexible working policy was there, but the workforce was afraid to use it. After their Diversity and Inclusion Council approached this issue by way of analysing a maturity model on various markets, in ten months there had been a significant change and uptake of flexible working.

Summary

Through both the presentations and input from participants, cultural change is believed to be driven by the business as a whole and not just an HR innovation. Culture is built on a story that will help shape, evolve and sustain an organisation and as such, leaders and role models need to become good ‘storytellers’ to motivate the workforce. These storytellers will be across all levels of the business, from the bottom up to the top down, driving a positive push and pull factor. Cultural change is evolutionary and therefore the pace of change should be adjusted to the audience and organisation as it also evolves within the marketplace. Transformation is unique and the overall goal is to keep things simple, think long term and recognise failures. In the below recording, ChapmanCG speak with Essity’s Vice Presidents for HR, Bogdan Radakovic and Peter Hemmingsen further on Change and Transformation. https://soundcloud.com/chapmancg/change-and-transformation-via-leadership Return to our Global HR Update here. -- To keep up with the latest HR trends, subscribe to our quarterly Global HR Update or follow us on LinkedIn.You can also check out our latest global HR opportunities, or contact our consulting team to discuss your search needs.

• HR Leadership
• HR Networking
• HR Transformation
• Organisational Culture