Make Employee Change Personal

In 2018 McKinsey developed a leader’s guide to help companies “Make Work Meaningful.” Its simple premise was that people who find meaning at their work are happier, more productive and more engaged.  Without a rehash of the entire guide, the outline shows four straightforward practices that can help create  an environment where organizational change is personal.  These four practices are:

Reduce Anonymity

Make sure employees know who their customers are (either internally or externally) and encourage them to connect with one.  Build face to face interactions into existing processes encouraging employees to know who is most affected by their work.  Studies show that just this interaction alone can boost customer satisfaction by as much as 14%

Help Employees Understand the Impact of Their Work

Invite customers who have had the best and the worst experiences with your products to talk with employees in person so your team can see how their work affects customers.

Notice, Recognize and Reward Good Work

Create systems where colleagues and customers alike can communicate satisfaction with a task.  Everyone wants to know that their work is noticed and valued. It doesn’t have to be elaborate or expensive, but it does have to happen. “Thank you we appreciate your efforts” are simple words but they can be powerful when spoken with sincerity.

Connect Daily Work to a Higher Goal

Push people to think about their work in a high-level way by asking employees a series of “why” questions about 3 to 5 of their most important daily tasks.

As stated in the Leader’s Guide…

“it’s well understood that people who believe their job has meaning and a broader purpose are more likely to work harder, take on challenging or unpopular tasks, and collaborate effectively. Research repeatedly shows that people deliver their best effort and ideas when they feel they are part of something larger than the pursuit of a paycheck.”

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