One of the biggest fails organizations can make is not recognizing all of their important stakeholders and cultivating strong relationships with them. Have you been in a situation when a company announcement was made and instead of employees getting excited and on board, they felt blindsided and upset because they were left out of the development process?
It’s essential to engage the right people at the right time in the right ways to ensure success. Failing to do so can result in the absence of critical information, insufficient commitment for implementing change, even damaged relationships. All of these scenarios can result in a diminishment of effectiveness and efficiency and, ultimately, a substandard outcome.
It starts with employee engagement.
As we mentioned, it’s vital to engage employees for field-level and subject matter expert insights and potential impacts of new initiatives or eminent decisions. But employee engagement is much more than that. Engagement is really about helping your team members feel connected to their organization’s mission, their manager and each other, and involved in meaningful ways. With employee engagement being a key precursor to customer engagement, no organization can ignore this important part of the cultural strategy without feeling the impact.
According to employee engagement surveys conducted by Gallup Research, only about 30% of U.S. workers are positively engaged in their work. Many organizational outcomes suffer due to low employee engagement. Take a look:
- Have lower productivity
- Contribute to higher health care costs
- Drive customers away
- Cause more accidents and defects
- Can create resistance, conflict and negativity
- Have higher productivity
- Contribute to lower turnover and absenteeism
- Create better customer engagement and satisfaction
- Innovate, inspire and go the extra mile
- Positively impact profitability and long-term growth
And employees are only one of your stakeholder groups…
Are you ignoring your key stakeholders?
Stakeholders include employees and customers, of course, but can also include many other people and groups who are critical to organizational success – some you might not even think of. They could be volunteers, board members, donors, investors, strategic partners, vendors, consultants, media, analysts, regulators, legislators, industry leaders, professional associations, neighboring businesses, business and community leaders, influencers, and even competitors.
Unfortunately, we often don’t think about some of these groups until there is a problem and we need them. Without a proactive stakeholder engagement strategy, we don’t have the trust developed that we so desperately need to make things happen. A stakeholder management strategy also makes it possible to identify opportunities or challenges proactively, so that leaders can more organically grow business and mitigate emerging issues that can cause myriad disruptions.
Stakeholder Mapping. Through our stakeholder mapping process we help you identify and prioritize your strategic relationship opportunities and develop and implement communication and engagement processes to build trust and mutual benefit.
Stakeholder Engagement Services:
- Stakeholder Mapping and Strategy Development
- Employee Engagement Planning and Implementation
- Customer Engagement for Sales and Service Functions
- Change Management
- Strategic Alliances and Coalition-building
Communication Strategy and Implementation Services:
- Message Development and Implementation
- Internal and External Communications
- Organizational Announcements and Project Communications
- Crisis Management
- Issues and Reputation Management
- Writing and Executive Communications Support
- Media Relations and Media Training
- Spokesperson and Speaker Support
Here’s a deeper look at several of our engagement services:
Employee Engagement. We facilitate an organizational assessment of current engagement and communication processes. With those learnings and leadership discussions to set engagement goals, we develop communication, accountability and involvement strategies and tactics to ensure your team members are informed, involved and deliver results.
Our approach ensures employees have ample opportunities to connect to their work with a sense of purpose and passion, becoming powerful brand ambassadors both inside and outside the organization. We also align engagement and performance management strategy to promote productivity, accountability, performance and retention of the right people.
Change Management. Change – even positive change that has clear benefits – can throw people into a tailspin. Change can create anxiety and a sense of overwhelm that can zap morale and derail major project or change initiatives. In addition, as organizations focus on transitional issues, they also must ensure the regular business is getting done. We work closely with our clients to craft a thoughtful, comprehensive plan to manage change effectively and come out stronger on the other side.
While a well-planned change initiative requires more time and attention than just announcing and implementing from the top down, the investment is critical to ensure efficient and effective adoption. Implementing change without employee engagement strategies that take into account common human behavior and reactions to change often result in failure of the change initiative and deeper and longer-term cultural challenges such as broken trust.
Employee Well-being. We help our clients develop programs and processes that help create a caring environment for employees to focus and thrive, which helps the organization thrive. We offer a wide variety of workshops to help employees effectively manage work and life challenges, feel more fulfilled and help leaders and their employees thrive and succeed in work and life.