To bring meaningful change by listening to employee
Employees listen to the program can change the business by taking the voice of employees at the forefront of their strategic planning. When leaders adopt a transparent and open view on their workforce, they encourage employees to express their opinions and share valuable information about how the business can improve. However, the business of meaningful change, businesses should know how to effectively benefit employees’ opinions. This is often the most difficult part of the strategy of listening to the employee. If the business fails to follow the assembled comments, they negate the full purpose of the move. It sends a message that the impression was collected for anything and the opinion of the employees is not appreciated. The purpose of this article is to help you prevent such negative consequences by guiding you through 6 easy steps to convert the impression into a viable change.
6 steps to take advantage of employees’ opinion
1. Sort the data to indicate samples
The initial amount you collect the data may feel very high and, at first glance, may not be specifically disclosed. Therefore, it is important to group it on the basis of several factors. First, keep in mind the goals you have set when designing your employees’ listening strategy. They will help explain the kind of information you are looking for. Then, when you comby through data, you will undoubtedly feel insightful that are more often than others. This repeated insights reflect the behavior or feedback of employees that require extra attention. Identify the top 3-4 issues that stand, and collect all relevant quality and quantitative data. Data and text analysis tools can help you detect the information you needed by detecting keywords in comments provided by employees.
2. Prefer the most important issues
During the first phase, many problems that require attention can arise. However, you can’t take care of everything together. In addition, some challenges will probably be more important than others. You need to identify and pay attention to the most important issues, to take advantage of employees’ opinions effectively. But how do you do it? Start with maintaining, employees’ engagement, productivity or culture issues, as they can significantly affect your company. Another thing to consider is that the time and resources needed to tackle a challenge is needed. Although something may not be so important, if it can be resolved quickly, it may be able to remove it from the list of doing it. Finally, prefer the changes that closely align with your current organizational goals. This will ensure the stakeholder buying and will increase the difficulties of smooth and sharp resolution.
3. Add the correct stakeholders
It should be a collective effort to bring the desired results to any strategy in your organization. So, once you identify the issues that need immediate attention, you can’t just turn your HR team. Each level of your organization can play its role in improving the various aspects of your company. High -level executives can implement changes that affect the entire organization and require cooperation in several departments. The lower level managers can start small -scale measures in their own teams. Finally, employees can benefit from listening circles from a mental storm and provide feedback on measures. This comprehensive approach ensures that everyone participates in the process of expanding the work environment and shares accountability.
4. Take action
At this point, you know which issues need to be addressed and who will help you implement the necessary changes. So, now is the time to act and be transparent about it. Employees must talk about what will change, why is changing, and what they should expect during the transition period. Keeping employees in the loop assures them that their impressions are appreciated and encourages them to be more supportive. Another indication to effectively benefit employees’ opinion is to set clear expectations. This includes to declare who will be responsible for whom, set the deadline, and clarify KPI. Finally, celebrate the small wins, even if there is more work to work. Recognizing each progress encourages everyone to keep moving and enhance the credibility of your employee’s listening program.
5. Close the op Loop
Once there is a lot of progress, you should make sure to close the impression loop by summarizing the results of the employee listening program. You can send an email to share with employees and other stakeholders or hold a meeting across the company, which is the main insight submitted by various listening ways and the steps taken in response. By presenting the results obtained and explaining how they have improved the tasks, as well as discussing possible steps for the future. From this point of view, employees see the solid effects of their opinions and feedback, and encourage them to actively engage in the welfare of the organization.
6. Continue supervision results
The last step to take advantage of employees’ opinion is to keep monitoring the results of the strategy of listening to your employees. Even if you have a concrete start, it is necessary to keep the results by checking permanently with the employees, and how your opinion is developing, and collecting their opinions wherever necessary. To achieve this, you do not need to continue the full strategy of listening to employees indefinitely. Instead, you can conduct quick surveys of the pulse that employees can complete in a few minutes, but they will provide valuable insights about the effectiveness of your actions. By doing so, you can ensure that the benefits of your employee listening program will remain, which will help you maintain the engagement and performance of satisfactory employees.
To take advantage of employees’ feedback for successful business
Employees’ listening strategy is effective only when it produces concrete consequences. For this reason, it is important that after collecting insights and information from your workforce, you find a way to convert these results into meaningful changes. By carefully analyzing insights and identifying high priority issues, you can target issues within your organization that affect employees on a daily basis. The more clear the effects of benefiting employees’ opinions, more and more employees will be more ready to participate in future surveys and debates. This point of view will help promote the culture of open communication that pursues organizational change and ensures development and success.
