Employee’s are disengaged and retention is dropping.
Employee and Leadership interviews, work flow observation, retention numbers
Employee disengaged on many levels, recognition and rewards, operating environment, leadership, and peer to peer connection and knowledge sharing.
Respecting the larger companies systems and long lead time for change, focus on the operational environment and peer to peer connection. Create an internal community that bonds together to address and support the companies larger issues. Restructure the work environment to focus on peer engagement and knowledge sharing. Create an open floor plan and team work spaces. Implement dynamic work flows that force short and concise daily meetings. Create lower level leadership positions to create ownership.
Reorganized and created functional teams and cross functional leadership positions. Restructured floor plans to create open concept team work environments with informal meeting space. Implemented 360 degree reviews, online feedback and management and employee one on one schedules.
Open floor plan and team meetings increased knowledge sharing and community. Employee retention flattened and pride in the department increased. An increase in employee’s transferring from external departments. Slight outflow of experienced workers do to the change in culture.