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Leveraging Your Home Team Advantage

Week 4 DiscussionCOLLAPSE

Leveraging Your Home Team Advantage

In reviewing your team’s performance, you have concluded there are productivity issues. You have made the decision to discontinue the working remote policy. This is a significant change since nearly 40% of your team works remotely at least once a week.

  • How would you communicate to employees the reasons why the change is being implemented?
  • What actions would you empower employees to take to support the change initiative?
  • Identify 2 short-term wins that will energize the team.

In your response, you are encouraged to cite sources beyond Kotter, such as Conaty, McCord, Bock, and include a clear “What’s In It For Me (WIFFM)?” statement.

Post your initial response by Wednesday, midnight of your time zone, and reply to at least 2 of your classmates’ initial posts by Sunday, midnight of your time zone.​

1st response

RE: Week 4 DiscussionCOLLAPSE

Professor and everyone,

I would communicate by letter, word of mouth, and formal meeting to inform the employees about the new changes has taken place in the company. The actions that I would possible take would be to gain all the information about the change. I would plan a meeting to inform the employees about the change. Next I would make sure that everyone is ready to adapt to the new change by preparing themselves to try working without using the remote policy and see the significant changes that may occur. I would have a change vision and a change effort in order that my business would be able to function and do not have any major issues.

Leading Change (Step 6) – Generate Short-Term Wins

2nd response

 

Salutation Professor and Class,

In reviewing your team’s performance, you have concluded there are productivity issues. You have made the decision to discontinue the working remote policy. This is a significant change since nearly 40% of your team works remotely at least once a week.

  • How would you communicate to employees the reasons why the change is being implemented?

Assuming I was in the position where change needs to happen rapidly, I would ask myself how I would want to address the crisis without getting upset. If I were in the position of a team leader and had to deliver the news of a new policy, I would make sure I communicate the issue of productivity, explain why it is critical for the change to occur, after the change has been addressed, ensure that everyone comprehends (1). I would articulate how my team feels included with the correct information to back it up. Concise and precise is how I would deliver the message (2) – “Hello team, I hope everyone is enjoying this weather. There is something that needs to be addressed; there has been a decline in our performance, causing a delay in our productivity. To improve production, we must monitor everyone’s performance in proximity, so we must discontinue remote policy and implementing the return to office in the next two weeks. Once we have returned to the office, we will ensure that everyone is monitored and supported to their needs. If you have any questions or concerns, please feel free to connect with me after the meeting.”

  • What actions would you empower employees to take to support the change initiative?

I would reach out to the employees whose performance has been declining and be transparent with them about their part within the organization. I would make certain to them that we are here to support them in any challenge they face to increase their performance, treating them with dignity (2). I would encourage them to be open, candid, and willing to initiate the change.

  • Identify 2 short-term wins that will energize the team.

2 short term wins I would motivate in my team would be reward change agents with a pat on the back – some people need a from of extrinsic motivation, which is driven by external rewards such as praise or fame (3). Second short-term win, keep bosses on board – it helps keeps superior aware that you are willing team player and that the change is happening.

Ivy

References:

  1. Chaibi, Anesa. Week 4. EOP. Organizational Change.
  2. Welch, Jack. Week 4. EOP. The Importance of Clear, Concise, and Communication. / Giving Employees a Voice.
  3. Seong, Joshua. Verywell Mind. What is Extrinsic Motivation?
  4. JWI 556. Week 4. Lecture Notes.

Please include the references for the discussion

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