Communicate transparently, involve employees in the process, and highlight benefits. Provide support and training, celebrate small wins, and maintain an open door for feedback. 🌟

Desde mi experiencia me gustaria compartir 3 sugerencias 1. Entendimiento que cada persona transita el cambio de forma diferentes 2. Comunicar el cambio desde los beneficios y de que pasa si no se hace 3. Escuchar atentamente preocupaciones y necesidades de los impactados

1. Recognise what’s good about existing ways of working/beliefs and values/behaviours/delivery ; capture and replicate where possible. 2. Record existing attrition & attraction rates to set the benchmark. Look at competitor activity. Develop further measurement drivers. 3. Obtain Board/Exec/ leaders buy in. Ensure coaching and personal development is in place to support leaders to demonstrably role model change. 4. Provide context as to why change is necessary 5. Clearly articulate what the shift looks like, provide practical examples, share what is being measured. 6. Involve, engage & listen to team leaders,managers - be prepared to alter course based on consistent feedback 7. Set up formal and informal recognition & rewards.

When navigating a major culture change at work, it's crucial to engage employees from day one, as cultural change is a continuous evolution that doesn't happen overnight. For it to be successful, employees need to be fully onboard. To ensure this, hold workshops, conduct pulse surveys, and maintain transparent, open communication throughout the process. By involving employees early and consistently, you can foster a sense of ownership and commitment, helping to drive the change effectively.

Changes needs to happen with people not to them. You need to find ways to allow people to contribute and shares their perspectives on the changes for them to be bought it.