In major organizational changes, creating ownership is crucial for successful implementation. Here’s why involving employees in planning is the most effective approach:
Employee Buy-In: When employees are part of the planning process, they feel valued and included. Their opinions matter, and they become more invested in the change. This buy-in is essential for successful execution.
Understanding and Alignment: Involving employees ensures that they understand the reasons behind the change, its goals, and the expected outcomes. When employees comprehend the “why” and “how,” they are more likely to support and take ownership of the initiative.
Ideas and Solutions: Employees on the ground often have valuable insights into the organization’s processes, challenges, and opportunities. By involving them, you tap into their creativity and problem-solving abilities. They can contribute ideas and suggest practical solutions.
Mitigating Resistance: Change often faces resistance. Involving employees early allows you to address concerns, clarify misconceptions, and address fears. When employees are part of the planning, they are less likely to resist the change.
Commitment: Employees who actively participate in planning feel a sense of commitment. They become advocates for the change, encouraging others to embrace it. Their commitment drives successful implementation.
Ownership: When employees contribute to shaping the change, they take ownership. They feel responsible for its success and are more likely to champion it within their teams.
In summary, involving employees in planning creates a sense of ownership, aligns understanding, and fosters commitment. It is a proactive approach that leads to smoother transitions and better outcomes1.
References: 1 The ASQ Certified Manager of Quality/Organizational Excellence Handbook, Fifth Edition. Sandra L. Furterer and Douglas C. Wood. Published 2021. ASQ Quality Press. ISBN: 9781951058067. Link
