How can program governance support employee engagement and well-being?

Program governance allows for better flow of information and transparency across the organization. By clearly articulating vision and goals, engaging team from the get-go, providing clarity on why their day to day goals are meaningful and impactful improves employee engagement!

Good governance sets clarity on objectives creating the conditions that project teams need to flourish. Good governance should provide teams with a clear and supportive framework, concise and effective decisions at pace and access to the right resources at the right time.

Program governance isn't just about rules and regulations – it's a catalyst for employee engagement and well-being in ICT/Telco projects. By providing clear direction, fostering open communication channels, and empowering teams, program governance creates a supportive environment where employees feel valued, motivated, and empowered to thrive. From promoting work-life balance to recognizing and rewarding achievements, effective program governance ensures that employees are not just contributors but active participants in the journey toward project success. It's not just about managing programs; it's about nurturing a culture of care and collaboration that fuels innovation and drives sustainable results

Effective program governance significantly impacts employee engagement and well-being by providing clarity on roles, enhancing communication, and reducing ambiguity. Empowering employees with autonomy increases job satisfaction and ownership over their work, positively impacting well-being. Recognition and reward processes within governance further enhance motivation and satisfaction. Access to necessary resources and support systems is crucial for employee well-being. Prioritizing DEIA creates a more supportive work environment. Change management processes, including transparent communication and support during transitions, mitigate negative effects on morale and well-being, contributing to a more engaged and healthy workforce.

Defining a clear program vision and values lays the groundwork for success. It sets the tone, guiding principles, and overarching goals that align with both organizational objectives and employee needs. Program governance acts as the backbone, ensuring alignment between strategic initiatives and day-to-day operations. It is important to establishing transparent communication channels, accountability structures, and decision-making frameworks such as charters, or CONOPS etc., that empowers employees to contribute meaningfully.

Program governance should start from the strategic level of the organization, cut across the operational and tactical levels. Establishing a governance framework will help the process owners and IT community to speak the same language, evolve, innovate and compete at a higher level.

Program governance need to engage employees in defining program vision and values. Once engaged truly, it reflects on positive thinking which will yield well being of employees.

Program governance can support employee engagement and well-being with governance documents rolled out, covering, but not limited to the following: Clear Communication: Providing transparent information on goals and progress. Empowerment: Clarifying roles and allowing autonomy in decision-making. Recognition: Acknowledging and rewarding employee contributions. Work-Life Balance: Ensuring manageable workloads and realistic timelines. Training and Development: Offering opportunities for skill enhancement. Feedback Mechanisms: Soliciting and acting upon employee feedback. Conflict Resolution: Implementing fair processes for resolving conflicts. Diversity and Inclusion: Fostering a culture that values and includes all employees.

Well designed governance systems ensure that programs align with the goals of the company. There should be a standard that is followed for all programs & projects. This not only reassures the clients, but transparency, standardization, and consistency promote employee morale & retention. It's a how-to guide on how to be successful. It eliminates confusion & uncertainty. It prevents employee burnout. This contributes to having a great work life balance. Increases efficiency & reduces risks. E.g., RACI & RAID charts help with accountability, communication & lessons learned. Each person on the team plays a critical role in completing the project on time and properly. SOPs are extremely beneficial to employees as well.

As a program management leader, I've seen firsthand how a well-designed governance structure can boost employee engagement & well-being. The key is to tailor the structure to your program's unique needs, clearly defining decision-making authority, reporting lines, & communication channels. By clarifying roles & responsibilities, you empower team members with the autonomy & support they need to thrive. Leveraging tools like RACI matrices & organizational charts, in consultation with stakeholders, helps to optimize accountability & minimize conflicts. A robust governance framework not only streamlines operations but also fosters a culture of transparency, collaboration, and trust, ultimately driving employee satisfaction and program success.

Program governance supports employee engagement and well-being by fostering clear communication, fairness, work-life balance, recognition, health and wellness initiatives, feedback mechanisms, and conflict resolution processes within the organization. These elements contribute to a positive workplace culture where employees feel motivated, supported, and empowered to thrive professionally and personally.

Program governance can help establish rules of engagement and clearly delineated roles and responsibilities. Knowing what your expectations are helps employees feel more certain about their contributions and whether or not they are being accurately recognized for them.

We recently had an episode where incomplete communication led to sub-optimal use of resources, hence low impact. Although all the stakeholders have several years of experience, I feel complacency led to this: on one person's part, thinking that the years of experience give the allowance to not communicate all changes/modifications to a plan, and on the manager's part, not following the program closely enough, again due to satisfaction with previous performance. It is imperative that each initiative is documented and shared with ALL concerned, leaving no room for mistakes and errors of judgement. All SOPs must be in place and re-shared/refreshed periodically

Effective governance provides clarity and structure, essential for eliminating confusion and building confidence. Clear roles and responsibilities empower employees, fostering accountability and ownership. This clarity enhances engagement by enabling individuals to focus on leveraging their strengths, thereby boosting job satisfaction and well-being.

This plays a crucial role in fostering employee engagement and wellbeing. Define your program governance framework, governance bodies, decision-making processes, communication channels, and escalation procedures. Clarify roles and responsibilities for stakeholders, project teams, and governance members to ensure accountability and alignment with program objectives. Empower teams by providing them with autonomy within their roles, opportunities for professional development, and recognition for their contributions. Foster a culture of transparency, open communication, and collaboration to promote trust and engagement among teams. Regularly review and adapt your program governance structure to address evolving needs and challenges.

I believe to support employee engagement and well-being, I would establish a governance structure with clearly defined roles that encourage participation across all levels. This structure would facilitate communication and ensure that employees have a say in decision-making processes, which is key to feeling invested and satisfied at work.

Effective program governance can bolster employee engagement and well-being by fostering transparency, participation, and accountability. Clear communication channels ensure employees understand program objectives and their roles, empowering them to contribute meaningfully. Regular feedback loops allow for adjustments based on employee input, promoting a sense of ownership and involvement. Transparent decision-making processes build trust and alignment with organizational goals, enhancing morale and commitment. Moreover, robust governance frameworks ensure adherence to policies and regulations, mitigating stress and uncertainty.

I prefer encouraging collaboration with the team and stakeholders when establishing a program governance structure. Effective teamwork definitely relies on a governance structure that aligns with the programs' unique needs and dynamics. Open dialogue with team members and stakeholders cultivates a sense of ownership and commitment to the governance framework. When actively involving everyone in the process, we gain valuable insights and perspectives, leading to a more comprehensive and robust governance structure. I find this approach not only enhances buy-in but also nurtures a culture of transparency and collaboration, contributing to the success of the program.

It's crucial to define the program's goals and scope clearly, outlining objectives, boundaries, and allocated resources. Next, establishing a governance structure is essential, involving the creation of a committee with representatives from relevant departments, assigning roles and responsibilities, and determining meeting frequency and decision-making protocols. Developing a robust communication plan is another vital aspect, including defining channels, frequency, and level of detail for different stakeholders. Implementing risk management involves identifying potential risks, developing mitigation strategies, and monitoring them throughout the program lifecycle.

I would implement processes and practices that are inclusive and promote well-being. This would involve regular feedback loops, recognition programs, and policies that support work-life balance. By doing so, we can ensure that our governance framework not only drives the program forward but also nurtures the well-being of our employees.

In a recent program overhaul, our team recognized the need for robust program governance. Implementing this involved a systematic approach - we first conducted an in-depth analysis of our current processes and identified gaps. Next, we designed a tailored governance framework, ensuring alignment with our program objectives. Through regular meetings and clear communication channels, we rolled out these new processes across the team. The impact was significant – improved efficiency, streamlined workflows, and better risk mitigation. By embracing good program governance, we directed our course to setting a solid foundation for future success.

To effectively engage program stakeholders and customers, it's crucial to adopt a collaborative approach from the beginning. This involves involving them in the program development through methods like surveys, focus groups, or advisory boards. By doing so, it ensures their needs and expectations are addressed, leading to increased buy-in. Maintaining open communication channels throughout the program lifecycle further fosters transparency and builds trust. Establishing clear feedback mechanisms allows stakeholders and customers to provide input on program effectiveness, facilitating course correction and continuous improvement.

Program (or, project) governance isn't just about ticking boxes; it's about creating an environment where employees feel part of something meaningful. When governance is inclusive, employees engage not out of obligation but passion. It's the clarity of roles, open lines of communication, and the recognition of individual contributions that collectively foster a sense of belonging and well-being. When employees see the impact of their work reflected in the program's success, their motivation and satisfaction levels surge, driving the program's objectives forward with a united and resilient workforce.

Engagement is all about creating meaningful connections. I would actively seek input and collaboration from stakeholders and customers to understand their needs and expectations. By integrating their feedback into our governance, we ensure that our program remains relevant, effective, and supportive of our employees' professional growth.

Engaging stakeholders and customers ensures that your team's efforts are aligned with real-world needs and values. This alignment motivates employees by highlighting the impact of their work, fostering a sense of accomplishment and purpose. Active engagement and feedback loops also enhance the program's relevance and success, contributing to a fulfilling work environment.

3 key areas from my perspective are 1 - Risk Management: By involving stakeholders and customers early on potential risks can be identified and mitigated more effectively upon sharing multiple perspectives/ valuable insights, that can help anticipate and address risks before they escalate. 2-Ownership and Accountability: When stakeholder and customers feel invested in the project's success, they are more likely to actively contribute and take responsibility for their roles and commitments. 3- Flexibility: Stakeholder engagement promotes adaptability and flexibility by encouraging open communication and the exchange of ideas allowing teams to respond effectively to potential changes.

It is good practice to emphasize the importance of engaging stakeholders and customers at every phase. In a recent project, using a stakeholder register helped us to identify key players and their interests. It allowed us to tailor our communication plans effectively, ensuring stakeholders were kept informed and involved. Through regular surveys and feedback sessions, we gathered valuable insights, adjusting our strategies accordingly. This proactive approach not only built trust and commitment but also led to increased satisfaction among stakeholders. Ultimately, it resulted in a more successful execution with clear value delivery and impact.

While Review and improve program governance happens, dont limit to Inspect & Adapt. Awareness is Pivotal, give highest importance to Awareness then I&A. Awareness to the overall objectives of the program, employee engagement, well being and outcomes. Always go with 'Glocal' approach. Think at org level, but act at your team, context level.

I am committed to continuous improvement. Regularly reviewing our governance structure and its impact on engagement and well-being allows us to make informed adjustments. This reflective practice ensures that our governance is not only effective but also evolves with the changing needs of our employees.

One of the thing governance has to bring is predictably, if you think about it carefully this single aspect of governance could bring value by enabling employees to plan for activities that, if identified as a surprise could impact the morale and work life balance. I think once we understand this we will also be able to understand and differentiate governance from policing. This single aspect could not only improve but completely change the way many people and organisations think about governance.

There are formal and informal aspects to governance that make it inclusive and effective. Formal structures include clearly defined organizations or groups within a program with clear roles, reporting lines, escalation lines, goals and measurement systems. Everyone understands what is expected of them, who the stakeholders are and how they will be measured. This clarity is essential and needs to be mutually defined with the team. Informal structures include 'ways of working' - really the culture you define. These determine psychological safety and determine ideation, collaboration, team spirit, conflict resolution, regular feedback, fail-responses and stickiness. This is more top down. The best teams/programs place equal emphasis on both.

Program governance can support employee engagement and well-being by providing clear direction, transparency, accountability within the organization.through effective program governance,employees are empowered to understand the objectives, priorities,expectations within their roles,leading to a sense of purpose and clarity in their work. Also,strong governance can establish mechanisms for feedback and communication,enabling employees to have a voice in decision-making processes and feel valued within the organization. effective program governance can create a supportive environment that prioritizes employee well-being by ensuring workloads are manageable, resources are adequate and focus on work-life balance.

program governance supports employee engagement and well-being by fostering clear communication, fairness, work-life balance, recognition, health and wellness initiatives, feedback mechanisms, and conflict resolution processes within the organization. These elements contribute to a positive workplace culture where employees feel motivated, supported, and empowered to thrive professionally and personally.

Program governance can bolster employee engagement and wellbeing via clear communication, employee input, recognition, training, wellness initiatives, workload management, fair evaluations, diversity, and ongoing enhancement. Leadership support, alignment with values, accessibility, evaluation, community building, empowerment, and adaptability are also critical.

Additionally, I would consider the impact of external factors such as market trends and technological advancements on our program governance. Keeping abreast of these changes ensures that our governance practices remain innovative and proactive in supporting employee engagement and well-being.

Program governance helps boost employee engagement and wellbeing by keeping communication clear, aligning initiatives with company goals, involving employees in decision-making, gathering feedback for improvement, and providing training and support. For example, a company could set up a wellness committee with employees to develop and promote programs tailored to their needs, creating a sense of ownership and community involvement.

Explore 'Gratitude Connects' I did and experienced awesome impact. "Gratitude Connects" refers to the concept that expressing gratitude can foster connections between individuals or groups with Program/org. When people show appreciation for each other, it strengthens their bond and creates a positive relationship. This connection can be emotional, social, or even spiritual, as gratitude promotes goodwill and mutual understanding. Overall, "Gratitude Connects" emphasizes the idea that acknowledging and expressing gratitude can deepen relationships and bring people closer together. The discussions brings clear visibility to leadership team and ensure positive things that impacting employees are taking care and ensure they are strengthened.

Program governance frameworks should be founded on a key aspect: people. This includes those they serve (customers) and those that are leveraged to get the organization’s work done (also customers). Remaining people-focused really allows programs and organizations to keep the following in perspective to drive growth: 1. Value creation…through project and product management 2. People development…through upskilling and reskilling which improves retention and commitment 3. Culture fortifying…positive cultivation and strengthening of common values that all within the organization can get behind