You’ve heard the term “change management” and may even know of a company or two that has applied some form of change management services to their project to relocate to a new workplace or redesign their current space. You can’t help but Read More
When Holland America moves to its new lower Queen Anne offices about 18 months from now, Orlando Ashford will lose the great view of Puget Sound that he currently has from his spacious executive office.
But as president of the Seattle-based cruise line, Ashford says the reason for the move – shifting the company to an open office concept to help the more than 1,000 employees work together – is worth it.
Source: www.bizjournals.com
Holland America’s new workplace change initiative is off to a great start. When an organization secures leadership buy-in (or leaders act as the catalysts for change, such as in Holland’s case) a new workplace strategy has a much higher chance for success. Conversely, when leaders opt to exclude themselves from an initiative affecting the rest of the workplace, the more likely that resistance to change will manifest.
Individual contributors tend to mimic their leadership, and strive to obtain the career, status, and perceived perks that come with being a higher ranking official within the organization. If company executives can maintain their private offices with the stunning views, there will be little motivation for the rest of the workforce to transition to and work in an open-environment, for example. The belief that space can and should be used as a currency, or as a reward, is still prevalent in many companies today.
Stegmeier Consulting Group views leadership behavior as an incredibly important Critical Influence that has the potential to make or break a new workplace strategy. And while it may be difficult to approach the C-Suite from within the organization regarding this, our team is well-versed in conveying business cases for new ways of work to individuals at all levels. Let Stegmeier Consulting Group help put the “lead by example” mantra to work for your company.
A 4-day — or compressed — workweek is offered as an option to at least some employees at 43% of companies, according to the Society for Human Resource Management. But only 10% of those companies make it available to all or most of their employees.
It’s a perk more likely to be found at small companies, 14% of which make it available to all or most of their workers, while only 5% of large companies do the same.
While the concept of a compressed workweek isn’t new — it’s been common among nurses and emergency medical personnel, for instance — it’s not the norm for most jobs….
Source: money.cnn.com
Interested in a sure-fire way to attract and retain the best possible workers? Ask yourself this: is your organization harnessing the power of flexible work arrangements?
We recently discussed that an organization’s flexibility with work schedules is one of the top factors that can lead to higher employee morale. With a talented, more selective generation entering the workforce, offering an extra day off weekly or an ability to work from home when desired, will likely give your organization a recruiting edge over the competition.
Of course like with any change, a divergence from the traditional Monday through Friday, 9-5 work week will bring questions. What day, or days, can we close early or give our employees off completely? Who is the best fit for remote work? How do we even decide which flexible working arrangements work best for us?
Fortunately, Stegmeier Consulting Group has the ability to answer these questions and more. Utilizing our proprietaryFlexMatch Assessments (which can be customized to your organization) we can help arm leaders with the ammunition needed to determine the most suitable candidates for working remotely or participating in a flexible working arrangement. We can then help review and craft policies related to the program, as well as establish training for individuals new to remote work. We also specialize in developing training for managers, who under these new circumstances, would have to learn to lead individuals they can no longer see in-person.
Stegmeier Consulting Group can assist with a wide range of challenges involved in implementing a workplace change initiative. Contact us to find out how our services can help your organization.
https://stegmeierconsulting.com/contact/
Phone: 440-846-1410
Changing the way organizations manage workplace change
