MBA 687 Milestone 3_ Part 3b

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Milestone 3: Part 3b Emilee Krenzien MBA-687 Leading Organizational Change Dr. Rooks-Price Southern New Hampshire University November 25, 2023

1 Milestone 3: Part 3b In previous reports and presentations I have reported on change management and a communication plan for the change management strategy. This letter will have more focus on how the enforced changes will impact the performance of the company as well as strategies to keep the changes in place. While it is important to measure how the changes are impacting the workforce, it is equally as important to measure the overall performance of the company. It is easier to revert back to old ways than fully adapting to change, therefore it is essential to keep resources in place to make changes permanent. Evaluating the Business Impact There are many methods that will help evaluate business impact and performance management, but there is one strategy that fits with the communication plan; frequent feedback. In the traditional setting, performance reviews are given once or twice a year (Cappelli & Travis, 2023). The biggest downfall of this method is the long period between reviews, which means allowing mistakes to stack up and the employee reprimanded at the end of the review period. With frequent performance reviews, employees are taught the right way to complete a task. If the employee is not meeting performance expectations they can be corrected early and have a higher performance level for the rest of the year (Cappelli & Travis, 2023). The changes that are being put into place are all about rebuilding trust and improving communication. Frequent feedback will improve the communication between management and employees, which is one of the main goals of the company, as well as work towards improving performance. Based on the previous reports, there will already be scheduled feedback to make employees feel valued. Within the scheduled feedback, management can highlight what the employee is doing well, and give suggestions on what they can improve. Best Practices for New Skills

2 We have established there will be training programs made available to employees. These training programs can be marked as required, but even when employees take the training courses management will need to ensure the employees are able to use their new skills on the job. One method to encourage employees to use their new skills would be to give them projects that allow employees to put the skills into practice. Allowing employees to use their skills in real life scenarios will help them gain a full understanding of the concepts they have learned (Kawarsky, 2023). Once employees realize the impact their training has had on their career, it will most likely act as motivation for them to learn more to advance their career. Another practice that will help employees use their new skills as well as improve communication would be a mentoring program. The mentoring program can use the same breakdown as the focus groups. The manager that is assigned to each focus group can go the extra step of meeting with employees one on one. One on one meetings are beneficial for building trust. The meetings allow employees to have a personal connection with at least one member of management (Test, 2023). In these meetings, employees can discuss where they are struggling and where they are excelling. If an employee is struggling with a certain skill, the appropriate training can be assigned. Employees would also have time to ask questions about training they did not fully understand or how to implement their new training methods. As with everything else, there are many methods to encourage employees to use new skills they are learning in the workplace. The methods above are what I suggest to start. After the first 3 months, the effectiveness can be reviewed as part of the feedback loop. The plan can be adjusted if needed or management will see the strategies are working and continue to use them. Resources Cappelli, P., & Travis, A. (2023, April 24). The Future of Performance Reviews . Harvard

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3 Business Review. https://hbr.org/2016/10/the-performance-management-revolution Kawarsky, S. (2023, August 25). How to ensure your employees apply their soft skills training . The Soft Skills Group. https://www.tssg.ca/ensure-your-employees-apply-the- skills-they-learn-in-soft-skills-training/ Test, L. (2023, May 31). The importance of 1-on-1 meetings . Culture Amp. https://www.cultureamp.com/blog/the-importance-of-1-on-1-meetings#:~:text=Build %20trust%3A%201%2Don%2D,perform%20at%20a%20higher%20level.

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