Celebration BrandsLimited

CHANGE LEADERS FEEDBACK REPORTAUGUST 31, 2015

Prepared by: The JobBankDelivered by: Dr. Leahcim Semaj

May 3, 2023 2

Dr. Leahcim SemajChief Ideator & Resultant

The JobBank

Keep In Touch!

Context of the Report The following represents the compilation and cursory analysis of feedback received from participants during the Change Management Workshop conducted by the JobBank.

Several questions were asked to participants to gain insight into their perception on the meaning of change among other topics.

These responses help to frame the necessary outcomes of the change management and team building workshop.

Responses were organised by themes to improve the accuracy and relevance of the data.

What is presented here outlines how the employees of Celebration Brands Limited view the change process, alongside the emerging challenges and solutions to the same.

What Are the Real Issues With CBL?

Responses0

1

2

3

4

5

6

7

8Communication & Clarity

Cultural Disconnect & Conflicts

Lack of CB Identity

Lack of targets & Accountability

Lacking Support Form Parent Company

Weak Systems In Place

Unqualified Staff

Lack of Recognition

Limited Opportunities of Advancement

How Will You Foster Growth in the Company?

Responses0

1

2

3

4

5

6 Training & Mentorship

Improve Communication

Developing The Right At -titude

Employee Engagement

Developing A Clear Vision & Goal Setting

Team Work

Effective Systems & Policies

How Will You Give Recognition to the Staff?

Responses0

1

2

3

4

5

6

7

8

Celebrate Success Verbally

Give Rewards & Incentives

Opportunities for Promotion

Monetary Rewards

Rate Instead of Rank

How Will You Develop The Careers of Staff Members?

Responses0123456789

10Training & Mentoring

Cross-Training

Leading Effectively

Succession Planning

Aligning the Values of Staff

Educating Staff Loans/Grants

How Will You Enhance the Staff’s Productivity?

Responses0

1

2

3

4

5

6

7Rewards & Team, Family Building Activities

Motivate & Inspire

Providing Tools & Resources

Enhance Communication

Enhance Work-Life Balance

Delegate Tasks

Cross Training

Goal Setting

Educating Staff Loans/Grants

How Will You Maintain Work-life Balance in the Staff?

Responses0

1

2

3

4

5

6

7 Flexible Working Hours & Normalized HoursDelegate & Improve Time Man-agementEncourage Team Work & Teambuild-ing ActivitesMandatory VacationAnnual Medical CheckupsRecreational ActivitiesReward Employees - Vacatio PackagesFinancial CounsellingDay Care Facility & Gym

How Will You Maintain Work-life Balance in Yourself?

Delegate responsibilities

Separate work from personal life

Five minute breaths

Get rid of procrastinations

Be more health orientated

Balance work/ Recreational activities

Go home early everyday

Continue working on the 6 pack

Go to more activations, Beer Wednesday etc.

Prioritize tasks or day

Practice good time management

Do not take work home

Plan your daily activities.

How Will You Attract & Retain Gen X (Ages 30-50)

Attract Gleaner Print & Electronic Via Email & or Print

media Health benefits Scholarships for self and

dependents High recognition

Good pension plan – other perks

Health plan – Promotional advancement opportunity (Comprehensive benefit plan)

Appetizing package Money/ salary Job security/

stability Rewards and

recognition Security and

stability

Flexi-time Referrals, experience and

recognition Vacation time Compensation based upon needs

and expectations/ Benefits

Retain Provisions for pensions/ health benefits Role that uses experience, leverage their generation shift Bring them up to speed with technology

Use the Gen Y to mentor the Gen X Opportunities after retirement

How Will You Attract & Retain Gen Y (Under 30)Attract

Social media recruit – Skype/ Video call interview

Several high energy staff engagement activities

Casual wear atmosphere Offering a job that they are

visible

Further education/ investments/shares/Perks

University career days – high school job fairs

Money – attractive salary

Fun – technologically advanced. Virtual job- work from home

Travel offered Social & Technological

environment Create a modern

workspace

Create a fun working environment Show an image of modern flavor Ensure your technology in the

workplace is up to date Flexi-work hours Food – accessible and free Communicate internally via

WhatsApp/ Social media

Retain Empower them to use their technological knowledge. Flexible working

hours and attractive deals Involve them in decision making process Flexible working environment Consistent training to keep them up to date

Put them in positions of responsibility Ensure them the freedom to express themselves

creatively and strategically Prepare the workplace for Y take

over/empowerment Allow flexibility to work from any location

Conclusions The answers to these questions are very telling of the corporate culture and the mind-sets of those involved in guiding the way forward. Follow-up sessions may be necessary to complete the change process as cross-training and coaching were frequently requested. Cultural problems exist, which can serve to destabilise the organisation coming at a cost to profit and productivity. The major issue with CBL seems to be the cultural lapses within the organization and the lack of a wholesome identity leading to fragmented communications and employee apathy. The parent company’s relationship with CBL must be revised as it dominant in nature and not cooperative. However, the change team was very cooperative and by virtue of the responses garnered it is clear that understanding was derived, however, comprehensive leadership and intrapreneurship workshop sessions may be necessary get the right persons off the bus, get the right people on the bus and get the best persons in the driving seats of the company. The need for effective systems and policies were highlighted as a means through which growth could be facilitated alongside the need for the development of a clear vision and goals.

Recommendation Responses giving insight into strategies to retain talent should be operationalised to reap rewards and attract the respective generational groups. We recommend that a work value assessment be done with the staff of CBL to align the values of the company and staff to solve the cultural gaps that exist. The JobBank is happy to assist in this regard, we look forward to further discussions. We enjoyed this mutually beneficial exercise. Thank you.