People Insights Model: Change & Innovation

Overview

Change & Innovation refers to having a culture of continuous improvement within your organization. Continuous improvement encompasses ongoing efforts to identify and implement changes that lead to better outcomes and increased efficiency through the systematic review of processes, procedures, and systems — all with the goal of identifying opportunities for improvement and implementing changes that lead to better results.

Perceptyx Research and Insights

• Strategies for Listening and Leading Through Disruptive Times (July 2024): 

  • Only 59% of executives and 54% of managers are confident in their organization’s ability to manage change effectively, while roughly 4 in 10 employees don’t understand the reasons for organizational changes or their impact.

• Nearly half (48%) of managers report their job has become more difficult in the past year, and 53% feel increased pressure from senior leadership, limiting their ability to support change and transformation initiatives.

• 2024 Employee Experience Trends: A Perceptyx Benchmark Analysis:

  • For the first time since Perceptyx began tracking this data, two of the top three drivers of employee engagement are directly related to change management: Effective Change Handling and Confidence in Senior Leadership.

• Employees who respond favorably to effective change handling, confidence in senior leadership, and feeling supported to adapt to change are approximately 2x as likely to be Fully Engaged, underscoring the need for change management to be embedded as a core management skill.

Key Action Planning Considerations

When managers act on employee feedback related to change management and innovation, they play a pivotal role in easing transitions, fostering an innovative mindset, and building a culture of adaptability. Effective change management and innovation efforts help teams navigate challenges with confidence and embrace new ideas that drive the organization forward. Here are some key considerations for managers:

• Define a Clear Vision and Build a Shared Understanding: Leaders should articulate a compelling vision for change that aligns with organizational goals and addresses the need for adaptability. By clearly communicating this vision and inviting input from employees, you ensure everyone understands their role in the change process, fostering alignment and commitment to continuous improvement.

• Engage Stakeholders and Gather Diverse Perspectives: Change and innovation are most effective when they incorporate feedback from those impacted. Leaders should actively seek input through surveys, focus groups, and open forums, ensuring diverse opinions are considered. This approach not only informs better decision-making but also builds trust and encourages adaptability.

• Promote a Culture of Experimentation and Learning: Encouraging teams to test new ideas, take calculated risks, and learn from failures drives adaptability and innovation. Leaders should create safe spaces for experimentation and ensure employees feel supported as they navigate changes, fostering a mindset of continuous learning and improvement.

• Celebrate Successes and Reinforce Change Through Action: Recognizing milestones and successes reinforces the value of continuously improving and motivates teams to stay engaged. Leaders should connect achievements and progress to the broader goals of the organization, demonstrating how feedback and collaboration drive meaningful momentum.

• Model Change and Champion Support for Growth: Demonstrating commitment to change by modeling desired behaviors and being a visible advocate reinforces the importance of transformation. Managers should actively seek opportunities to support their teams by identifying and providing the resources, tools, and encouragement needed for success, fostering an environment where change feels supported and achievable.