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ChemCo Project ALIGN:
Refining Excellence
Problem Statement Methodology Stage I Stage II Stage III Stage IV Summary
Team Introduction
Ramsey Bradke Lauren Rogers Michael FouchAdam Christensen Christina Burnett
Agenda
Problem Statement Methodology Stage II Stage III Stage IV SummaryStage I
Problem Statement
Methodology
Stage I
Stage II
Stage III
Stage IV
Summary
Problem Statement
Problem Statement Methodology Stage I Stage II Stage III Stage IV Summary
Implement change management mechanisms that inform and engage employees in order to effectively realize the $120M
cost-savings target.
Anxiety/Fear
Employee Voice
Collaboration
Methodology
Problem Statement Methodology Stage I Stage II Stage III Stage IV Summary
Kubler-Ross Change Curve
Time
Resistance
Announcement
Accep
tance
Commitm
ent
Stage I: Announcement
Problem Statement Methodology Stage I Stage II Stage III Stage IV Summary
4.33%
Leadership Meeting Color Team to Local Teams
Initial Closings Announcement to Employee Base
Stage II: Resistance Mitigation
Problem Statement Methodology Stage I Stage II Stage III Stage IV Summary
Resistance
Coffee Hours
Emotional Message from Leadership
Employee Perk
Career Engagement (Intranet)
Central Team Training
Resistance
Stage III: Driving Acceptance
Problem Statement Methodology Stage I Stage II Stage III Stage IV Summary
Acceptance
Leadership Visits
Incentive System
Newsletter
Stage IV: Fostering Commitment
Problem Statement Methodology Stage I Stage II Stage III Stage IV Summary
Fit Audit
Phase II Insights
Celebration
Phase II
Summary
Kubler-Ross Change Curve
Time
Resistance
Announcement
Accep
tance
Commitm
ent
Problem Statement Methodology Stage I Stage II Stage III Stage IV Summary
Questions?
Appendices
Financials
Leadership Training Material
Take time to watch and listen
• Observe changes in behavior
• Listen to concerns that are expressed
• Take the needed steps help alleviate their anxiety
Demonstrate your genuine concern
• Talk openly and regularly about what you know
• Encourage input • Understanding
their concerns help with things you have a direct influence on
• Allows them to talk freely about what’s troubling them
Fix what you can
• Reassuring words and guidance have a positive impact on employees during times of uncertainty
• Fix what’s in your control and if it’s beyond your scope do not promise anything you cannot deliver
Be positive and look for opportunity
• Encourage employees to take initiative and seek out potential challenges created by change and new ideas for solutions
Train and prepare
• Training can provide employees with the opportunity to learn more skills/experience to prepare them for a new role or work in another area if necessary
Managing your employees through change
Incentive Program S
ucce
ed a
t a c
hang
e • Complete online training (5pts)
• Covert to a new online system as a team (3pts)
• Discover a potential challenge as a result of the change and resolve (5pts)
• Provide feedback during Coffee hour (1pt)
• Employee submits a situation where their manager went above and beyond to help with the change. (Manger receives 3pts)
• Develop a guide that helps people with the new IT system that can be confusing (5pts)
Sm
all R
ewar
ds
• Movie Tickets (25 pts)• Water bottle (15pts)• Tickets to a sports game (40
pts)• gas gift card (40 pts)• oil change (120 pts)• Starbucks gift card (35 pts)• parking spot close to the
door (200 pts) Rec
ogni
tion • Each provide the opportunity
to recognize both individuals and teams for their hard work
• Describes the small wins going on throughout the entire organization
• How?• Newsletter• Describes future
opportunities for points• Leadership visits• Coffee Hour
Incentive Program ROI
Increased moraleaccelerated acceptanceImproved engagement30% Performance Increase
CommunicationAdministration Awards~3% of costs savings
Ret
urn
Costs
Newsletter Sample:
Sources•Anastasia. "Understanding the Kubler Ross Change Curve." Learn How to Boost Your Start up. N.p., n.d.
Web. 2 Nov. 2016.
•"How to Communicate Change Successfully - Changefirst." How to Communicate Change Effectively. ChangeFirst, n.d. Web. 2 Nov. 2016.
•Economy, Peter. "5 Powerful Ways to Help Your Employees Cope With Change." 5 Powerful Ways to Help Your Employees Cope with Change. N.p., 2015. Web. 02 Nov. 2016.
•Audience, By A Specific. "Exploring Employee Incentives." Rewards and Recognition. N.p., n.d. Web. 02 Nov. 2016.
•By Attending Our Course, You’ll Benefit From:. "HR Resources." Home. N.p., n.d. Web. 02 Nov. 2016.
•Robbins, S. P., & Judge, T. (2016). Essentials of organizational behavior. Boston: Pearson.
•Davey, L. “Deliver Feedback That Sticks.” Harvard Business Review(2015): n. pag. Web. 2 Nov. 2016
•Heidari-Robinson, S. “Getting Reorgs Right.” Harvard Business Review (2016): n. pag. Web. 2 Nov. 2016
•Warner, Todd. “Overcome Resistance to Change by Enlisting the Right People.” Harvard Business Review (2016): n. pag. Web. 2 Nov. 2016