Work monopolizes a significant portion of our daily lives. Employees don’t leave their values at the company door and pick them up after their shift or day. People are no longer accepting that type model as the standard work agreement.
How work is conducted and expectations of workers evolves. Just because things were done one way yesterday, doesn’t mean it must be done the same way today. Over the years, companies and the workforce have developed a “transactional” relationship. Many companies adopted an, “employment is dependent on profit,” strategic model. Downsizing became an accepted and viable solution to maintaining profit margins. As a result, employee’s adopted a “this job will do until I find something better,” philosophy. The reality is, there is no expectation of loyalty on either side. It's a no-win solution.
Enter stage right, the 2020 pandemic. It was a game changer. Both employers and employees realized that business could successfully be conducted differently and as result, remote and hybrid work models have forced companies to rethink the work, their employees, their business needs and ultimately, how work gets done.
The pandemic gave many a chance to think about their quality of life and how their work either supported or compromised their lives. Work life balance is no longer a “wish-list” item but a “must have” for many employees. The pandemic also showed us who the essential workers are, i.e. the employees that could not work from home. The ones that helped us to keep grocery stores open, utilities on, transportation flowing, trash collected, the myriad of people who have not always been treated respectfully or well-compensated.
Social and Political Unrest
2020 also exposed the racial divide in the U.S. that prompted worldwide social unrest. The polarized U.S. political landscape adds yet another pressure for workers. But what does all this have to do with work? The workplace is where it all intersects.
The Great Resignation and Quiet Quitting
There are many factors and much speculation about what attributed to the past two year’s great resignation. What we do know is that people are exploring their options for both work and life. That statistics show that there is a lot of room for improvement when it comes to employees work experience.
Quiet quitting is the new disengagement buzz word, but there’s nothing new about that reality. The recent 2022, Gallup poll findings score U.S./Canadian employee engagement at 33 percent. That leaves plenty of room for employers to implement strategies to revolutionize work and employee experience.
The pandemic exposed the importance of mental health support and community. Employees require more from their lives and their lives at work. Employees stress levels outside of work have reached an all-time high. Workplace stress only adds to the physical and emotional toll of today’s workers. In 2022, the Surgeon General developed a framework for Workplace Mental Health and Well-Being.
BSMART Coaching is passionate about leading the revolution to partner with companies to create "best places to work" environments. It starts with change. Most organizations get the technical side of change correct i.e. the project management portion of change. Where they fail is creating and implementing the strategy that manages the people side of change.
BSMART Coaching utilizes the Prosci Change Management system. With our help, we can help you at any phase of your change initiative.
How Can We Help?
Organizational changes often fail because employees don’t understand the importance of getting on board with the change or how to successfully make the change. They simply understand that change is happening. And often leaders are neither equipped to engage individuals effectively during the change nor manage any potential resistance.
The Prosci 3-Phase Process is one of the three main components of the Prosci Methodology. The Prosci Change Triangle (PCT) Model is one of the two foundational models of the Prosci Methodology, in addition to the ADKAR Model. This simple but powerful framework helps practitioners understand the four critical aspects of any successful change and how they relate to and promote project health. It also highlights where change management fits into the bigger picture which includes how the project is managed and the leaders involved.
The Prosci ADKAR® Model is one of the two foundational models of the Prosci Methodology. The word “ADKAR” is an acronym for the five outcomes an individual needs to achieve for a change to be successful: Awareness, Desire, Knowledge, Ability, and Reinforcement.
This powerful model is based on the understanding that organizational change can only happen when individuals change. Whereas the Prosci 3-Phase Process is a framework for organizational change, the ADKAR Model focuses on individual change—guiding individuals through a particular change and addressing any roadblocks or barriers along the way.
The ADKAR Model addresses these challenges by equipping leaders with the right strategies and tools, and individuals with the right information, motivation, and ability to successfully move through changes in the organization.
Learn how BSMART Coaching can support your change initiative, with a certified change management practitioner. Give us a call.
"The 2022 Gallup report finds that global employee vital signs- engagement and wellbeing remain stable but not great. Stress among the world's workers reached an all-time high- again."- Gallup. These statistics indicate that there is much work to be done to revolutionize the workplace and the employee experience.
Were treated with respect all day on the previous day.
Daily Negative Emotions: (Worry) Experienced during a lot of the previous day.
Daily Negative Emotions: (Stress) Experienced during a lot of the previous day.
Daily Negative Emotions: (Anger) Experienced during a lot of the previous day.
Daily Negative Emotions: (Sadness) Experienced during a lot of the previous day.
Margie B. Smart