Gaining employee support for a change like improving customer service requires establishing a compelling reason to motivate engagement and commitment.
Option A (Include customer service in performance reviews): This incentivizes behavior but may feel punitive if introduced before explaining the need for change.
Option B (Demonstrate the need for change): This is the correct answer. The NAHQ CPHQ study guide states, “To gain employee support for change, leaders should first demonstrate the need for change using data or evidence to create a sense of urgency” (Domain 3). For example, sharing patient complaint data highlights the issue.
Option C (Seek authorization of the governing body): Governing body approval is unnecessary for department-level initiatives and not the first step.
Option D (Empower the employees): Empowerment follows establishing the need, as employees need context to act effectively.
CPHQ Objective Reference: Domain 3: Organizational Leadership, Objective 3.3, “Engage staff in change initiatives,” emphasizes demonstrating the need for change. The NAHQ study guide notes, “Creating urgency through evidence is critical for staff buy-in” (Domain 3).
Rationale: Demonstrating the need for change builds a case for action, aligning with CPHQ’s change management principles.
[Reference: NAHQ CPHQ Study Guide, Domain 3: Organizational Leadership, Objective 3.3., , , ]
