Navigating a workplace transformation can be a complex and challenging process, especially when employees aren’t fully onboard with the changes. Without their support and buy-in, it may feel like an uphill battle. 

But when your workforce embraces the vision and actively engages with the change journey, it can lead to better decision-making and a smooth transition. But the question remains: how can organisations achieve employee buy-in? 

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The secret ingredient to employee buy-in 

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According to Gartner, organisations using collaborative open-source change strategies are 14x more likely to achieve change success. They also see the risk of change fatigue in their employees fall by 29% and their intent to stay increase by as much as 19%.

By involving employees in every stage of the co-creation process, you give them the opportunity to:

Understand the reasons for change, what the goals are, and how it will benefit them.

Engage with the change journey and actively participate in the decision-making process.

Take ownership of the upcoming changes and readily embrace new ways of working. 

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The power of employee participation 

When you encourage your workforce to participate in your change journey, you can reap the benefits of their input and feedback. Here are just a few ways in which employee participation can benefit your workplace transformation:

Address any concerns 

Tapping into employee feedback will pinpoint potential concerns and acknowledge challenges early on. When people feel heard and valued, they are more likely to buy into the idea of change. 

Make evidence-based decisions 

Employees have valuable first-hand knowledge and experience that can help leaders make better decisions and deliver meaningful change. By drawing on their insights and expertise, organisations can gain a deeper understanding of the impact certain changes will have.

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Shape a purposeful design

Using employee feedback to influence decisions will lead to a more purposeful design that meets the needs of both the organisation and its people.

Encourage ownership and accountability

Active participation in the change journey cultivates a sense of ownership and accountability and increases the likelihood of employees embracing change.

Create a resilient culture

Staff participation can help build a culture of change readiness and resilience, where employees are able to navigate uncertainty, adapt and remain open to new ideas. This type of culture will help your organisation stay agile and responsive to changing circumstances. 

Build strong relationships

Showing your team that you value their input helps boost morale, increase employee satisfaction and strengthen relationships.

Enable a smooth transition

Communication and training will help employees feel supported and confident in adapting to the changes. Without information, people will create their own (usually negative) facts. Effective communication makes your organisation more likely to understand the rationale behind the changes and cooperate throughout the transition. 

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Mapping out your employee engagement strategy

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Developing a clear engagement strategy will help employees ready themselves for the changes ahead and enable leaders to make informed decisions.

An effective engagement strategy should advocate open communication and offer ample opportunities to share feedback, ask questions, seek understanding, gain knowledge and feel valued. Organisations can use a variety of tools to communicate with their workforce throughout the co-creation journey. These tools include:

Once you’ve identified the methods you will use, you can map out an engagement timeline for the transformation, including key milestones and deliverables.

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In action: Post Office

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The Post Office relocated its 700-strong team from an expansive 54,000 sq ft office space to a more efficient 17,500 sq ft environment. To prepare the workforce for this significant transformation and ensure a smooth transition, it was crucial that we involved the team throughout the journey.

We conducted visioning workshops with the leadership team to foster alignment and secure buy-in for the strategic vision. We also worked with a select group of Workplace Champions who represented different teams within the organisation. Through these sessions, we delved into the detail of the design and welcomed new ideas.

As the process progressed, we organised open drop-in workshops, where staff members were invited to explore the design and engage in discussions about the change journey. We also developed a comprehensive user guide, including details about the new building as well as information on local amenities and travel routes. This resource helped prepare employees before visiting the new office.

Let's talk transformation

To find out more about how we can help you smoothly guide employees through your workplace transformation, read more about our Activation services or get in touch with our team here.