Building employee resiliency through change has gained popularity. In the last two years our clients have shown increased in interest in running Resiliency Programmes. As organisations get more savvy as to what Resiliency Programmes have the capacity to deliver, there is a demand for more than a static one off Workshop addressing the fundamentals of 'how to be more resilient'.
Organisations want Resiliency Training Tools that their employees can use to increase emotional resiliency in the short term but also have long term outcomes, action plans and measurable results. The major trend we have seen is Resiliency Programmes that are being offered organisation wide, to both those who will be outplaced by change, and to those who will ultimately retain their roles.
While resiliency was previously seen as a support tool for those who were leaving, it is now increasingly being used for all employees in recognition of the impact of change throughout the organisation and of the value in retaining talent. A large client of ours recently ran an organisation wide Resiliency Programme for over 900 people. There was ‘a job for everyone’ at the end of the organisational change, and the programme was offered on a voluntary basis to all employees.
As a result the Resiliency Programme was not about building goodwill amongst those leaving the organisation - instead it was a sustained shift in leadership thinking to equip all employees with the tools to build personal resiliency and performance effectiveness.
Building Re-Engagement Studies have shown that in change processes employees often may have low engagement scores due to low morale from having lost co-workers, fear of who may be made redundant next, an increased workload and limited buy-in to the new team, leader or business structure.
This can result in lower engagement from these change survivors – the very people that the organisation wants to fully engage.
The question is then: how do we build Re-Engagement with these individuals?
We use a brilliant and very innovative Online Pathways tool called Talent Navigator. It enables us to take a dynamic snapshot of the employee’s, Values, Motivators, Talents and their Career Pathways.
Career Engagement Benchmarking research showed that on-the-job development opportunities, increase engagement by up to 30% and by giving employees a clear idea of career pathways and succession opportunities within the organisation also assists with ongoing, employee engagement, and talent retention.
Talent Navigator provides a tangible step by step guide to help employees plan their career path within the organisation. It identifies Values, Talents and Motivators and enables employees to build a picture around their career progression.
Our tools give the employee control of their Career Pathway, as well as allowing their managers to have coaching conversations with their team.
Coaching conversations are an important step in the Re-Engagement process.
It enables managers to take a proactive role in their team’s development and to gain an understanding of where their team’s strengths and interests lie. It shows employees that there is an interest in developing their skills and investing in their career within the new organisational structure and that they are valued.