Orgvue’s Post

A friend George Shakarishvili shared today with me an eye-opening read from Harvard Business Review that resonates deeply. Imagine this: in 2016, the average employee faced just two major changes a year. Fast forward to 2022, and that number has jumped to ten. Yet, support for change has plummeted—from 74% to just 43%. This “transformation deficit” isn’t surprising. Gartner’s research shows employees feel overwhelmed, especially when change comes top-down and never seems to end. In fact, 55% of employees admit they’ve sacrificed their health and team dynamics to keep up. So, how can leaders approach this better? Instead of endless sprints, Gartner suggests focusing on fewer, high-impact initiatives and offering genuine rest. Allowing employees a role in change planning could also boost trust and morale. Curious to hear from all of you—how does your organization handle this balancing act? Do you see this “change fatigue” impacting engagement and productivity where you work? • #ChangeManagement • #Leadership • #EmployeeEngagement • #OrganizationalCulture • #Transformation • #FutureOfWork • #WorkplaceTrends • #EmployeeExperience • #LeadershipDevelopment • #BusinessTransformation • #ChangeFatigue • #GartnerResearch • #WorkplaceWellness https://lnkd.in/dGFUAJXq

We're not the biggest. But our clients will tell you we're the best. And we really are more in tune with your issues than the big consultancies.... Is your organisation struggling to see the light where modern workforce demands are concerned? At the Smart Working Revolution, we specialise in transforming workforce models to create more adaptable, efficient and happy workplaces. Organisations have approached us with similar workforce issues: #Inflexible leadership mindsets. Difficulty adapting to more flexible arrangements, leading to recruitment and retention challenges. #Engagement and wellbeing issues. Leaders who do not trust their people to work independently. #Communication and collaboration concerns. Teams who struggle to coordinate communication and collaboration effectively. #Outdated hybrid models. Pandemic-induced hybrid models that don’t work effectively today. #Complex problems. Issues arising from difficult team dynamics, mergers or TUPE transfers. These problems often boil down to a lack of flexibility, adaptability, and growth mindset within management and operational models. At the Smart Working Revolution, we provide comprehensive solutions to address these challenges: #Deep dive into problems. We immerse ourselves in your organisation to understand the root of your workforce issues. #Transformation strategy. Identify why and what needs to change and whether major or small tweaks, create a tailored transformation plan. #Executive alignment. Our discovery workshop will help you build a shared vision among your executive team. #Critical success factors. Define workstream leads to each critical success factor that focus on the outcomes you want to achieve. #Robust workforce model. Develop a flexible workforce that fits your business needs and customer demands from 60 model options. #Leadership training. Equip your leaders and their teams with the skills to manage teams effectively, build trust and lead with a growth mindset. #Employee engagement. Conduct training and workshops that help you spearhead a programme that wins the hearts and minds of your people. Are you ready to transform your business to a smart working organisation?

With many companies undergoing transformations, it is important not to overlook the employees who drive these changes and are therefore the focal point of success. Research highlights a stark reality: employees' support for change has plummeted from 74% in 2016 to just 43% in 2022. Gallup’s recent report shows 62% of employees are disengaged, with 15% actively opposing organisational goals. Why? There is a psychological disconnect between employers and employees. In the past, employees expected to support a major transformation and then enjoy a period of stability. But today, the constant need for reinvention demands that employees continuously adapt to new ways of working. As mentioned in my previous post, true agility means making changes beyond IT to align the entire organisation with an agile strategy, with people playing a central role. Thus, to adapt to continuous changes, business leaders must prioritise the emotional and psychological well-being of employees. Here are some of the ways: 1. Share Data Regularly: Keep employees informed about the changing landscape to foster engagement through understanding and alignment. 2. Establish Clear Rules: Develop and follow structured guidelines to provide a sense of stability amidst change. 3. Make Work Interactive and Fun: involve employees with interactive sessions and enjoyable activities to build emotional connections and reduce resistance to change. 4. Be always authentic: Continuous and transparent communication is key to thriving in an era of constant change. Emotional engagement of our colleagues is not a “nice to have” because only by keeping employees engaged and informed can we navigate transformations successfully and create a resilient, adaptive workforce. Interesting read: https://lnkd.in/di6F6Kjd #ChangeManagement #Leadership #EmployeeEngagement

This Forbes article covers the top 5 workforce priorities for 2025. Fractional executives can be invaluable in helping organizations develop these critical areas, bringing targeted expertise and strategic focus to drive impactful change. Read more: https://lnkd.in/evSCmcV8

What are your priorities for 2025? Do you have the right leaders and talent in place to develop and execute a winning strategy? This is a great time to evaluate your current team and determine if you need additional expertise to ensure 2025 starts off on the right track. Landrum Talent Solutions can provide you with professional talent in HR and Marketing for permanent roles, interim staffing, or fractional leadership. #talent #talentacquisition #recruiting #hr #marketing #strategicplan #workforceplanning #retention #attraction #landrumtalentsolutions

As HR professionals, we often hear from employees about the challenges they face when overwhelmed by organizational changes. Whether it’s restructuring, mergers, or technology adoption, too many changes at once can lead to change fatigue. 📈 Gartner’s research highlights this issue, showing that the average business faced just two enterprise-wide transformations per year in 2016, but that number skyrocketed to 11 by 2023. These constant disruptions can leave employees feeling disoriented, as each transformation affects the structures, workflows, and networks they depend on to get their jobs done. To navigate this challenge effectively, I believe HR must lead in establishing a sustainable change management policy. Here are some key considerations I recommend: 🧠 Psychosocial Risk: Recognizing and addressing the emotional toll of constant change is crucial to prevent burnout among employees. 👥 Transformational Leadership: Some leaders may pursue change for the prestige associated with it, rather than focusing on the organization’s genuine needs. It's important to challenge this mindset. 🤝 Inclusive Change Management: To stave off change fatigue, organizations should practice open-source change management, where employees are actively engaged in the process, contributing to decision-making and feeling empowered rather than overwhelmed. 📊 Conduct Change Readiness Assessments: Regularly gauging employee sentiment helps identify resistance points early on, allowing for timely adjustments. 📋 Prioritize Change: Collaborate with leadership to categorize and prioritize changes, ensuring that we focus on the most critical transformations. By managing change thoughtfully and strategically, we can help ensure that while change is constant, its impact on employees remains positive, ultimately fostering a healthier work environment. #HR #ChangeManagement #EmployeeWellbeing #Leadership #HRM

Whether in life or in the workplace, transformations are bound to happen. How managers lead and communicate change will define the success of the new operations and how employees respond. https://lnkd.in/e7DBpQFF

Your unused training dollars for 2024 can be put to excellent use with The New Essentials of Leadership in 2025. Contact us to learn more! #leadership #leadershipdevelopment #leadershiptraining

🧠 Bridging CEO and CHRO Priorities for Organizational Success As business landscapes evolve, CEOs and CHROs often find themselves with different focuses: CEOs emphasize performance, agility, and innovation, while CHROs prioritize employee well-being and retention. Though these perspectives may seem at odds, aligning them can create a balanced approach that supports both immediate results and long-term resilience. By integrating well-being metrics into performance evaluations, adopting flexible work models, and fostering a collaborative culture, organizations can meet the needs of both leadership and employees. When CEOs and CHROs work in harmony, companies are positioned for sustainable growth and a thriving workforce. Curious to learn more? Read here : https://lnkd.in/eU_Yfk_U #LeadershipAlignment #EmployeeWellbeing

Unlocking workforce productivity: 4 barriers CEOs must overcome (Vistage Research). CEOs are laser-focused on boosting workforce productivity. A new Vistage report reveals the top 4 productivity killers: talent shortages, slow digital transformation, hybrid work challenges, and insufficient skills. Discover how to overcome these obstacles and optimize your workforce for the next growth cycle. Download the free report in the link here under and DM me if you have any question! #productivity #workforce #leadership #CEO #vistage