Employee Participation

Today it is more important than ever to assure that your employees participate, understand and support the changes which are needed by management. Without employee participation most changes in an organization will not be successful. Only when employees understand the reasons for the change, how they will be involved and the benefit to the organization, can a successful outcome emerge.

DCI Objectives provides extensive experience to our clients in preparing and implementing the processes to allow their employees the ability to support and provide contributions to the changes needed by the organization. These processes work for a variety of initiatives throughout the entire organization.

We help management establish a clear and defined set of causes for the needed changes and then engage the employees in the process for initial comments, insight and support.

We then help your employees by:

1. Providing a solid understanding of the change process and their role in it.
2. Answers to questions that will help them succeed in the process
3. Skill sets to help with the change and meet the desired outcome.

One key methodology we utilize was created by Prosci Research. It was developed in order to help employees stay involved and contribute to the change process. We help determine where they fit in the change process and how to be a successful contributor. So they do not feel like they are on an island by themselves during this process.

The ADKAR model

Awareness Desire Knowledge Ability Reinforcement

Awareness - Of the need for change. Awareness of the organizations need to change is a critical component of any change and must come first.

Desire - To make the change happen. Helping employees move from the group who will not support the change to the group motivated to help drive the change.

Knowledge - About how to change. Helping employees seek out information, training and other opportunities which will allow for the employee to participate in the process.

Ability - To implement new skills and behaviors. To help employees develop and build new skill sets and adopt new habits which will support them in meeting the needs of the changes.

Reinforcement - To retain the change once it has been made. To support the employees in ways to prevent reverting back to the "old ways".

Building Teams
It is very effective to have employees on the change management teams. We assist our clients in the development and use of these teams to support the process. Change teams handle the following Change Management issues:

• Planning the Project and Processes
• Designing the Processes
• Implementing the Changes
• Communicating the Information
• Training Plan