People-Centred Change

Where do we start?

Another great question! And the answer will be different for every organisation, each with its unique history, relationships, challenges and opportunities.

Drawing on the analysis above, we created The Workplace Innovation Diagnostic®, a unique online employee survey focused on evidence-based indicators associated both with high performance and employee health, engagement and wellbeing. Unlike traditional employee engagement surveys, it is concerned with tangible workplace practices and identifies the potential for specific changes at team, department, occupational and organisational levels. Companies are provided with a customised Diagnostic Report in which results are grouped into 25 actionable themes to provide clarity in identifying the potential for specific interventions, and which includes signposting to appropriate change resources. An Action Plan template, to which the Diagnostic results are transferred, is designed to ensure that users take account of the interdependent practices on which the success of proposed changes will depend.

In short, The Workplace Innovation Diagnostic® is strongly rooted in evidence, guiding users directly to workplace practices where the need and potential for change exists and highlighting the wider interdependencies which need to be taken into account.

Open and inclusive dialogue with employees at every level, and in which senior teams are actively involved, is indispensable. Be imaginative in the way that you stimulate the sharing of ideas and experience. Openness may not come easily, especially where people have not been asked for their ideas previously, and they may need reassurance. Trust and confidence are essential.

Facilitated peer group discussions involving employees at every level can illuminate the causes of deep-seated problems and point the way towards solutions. Managed well, these discussions begin a process of involvement which moves seamlessly from analysis to action.

With change, you will experience a diverse range of real-life examples and success stories. Many companies have started on the journey of transformation because they have been stimulated to challenge the status quo by experiencing the effects of workplace innovation in other organisations.

Sometimes the answer is to start with a problem. How can we find the root causes of recurrent obstacles to high performance or employee engagement? For example:

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