08 Oct 2019

Three ways to use reward and benefits to engage employees with business change

Change is inevitable – and necessary. Every organisation needs to be able to adapt and flex to an ever-changing market. Business change can be small in scale, or it can be more significant – including things like changes to leadership, a merger or acquisition, or even policy changes. Regardless of scale, change is unsettling. And for many, it can be an uncertain and stressful time.

During periods of change, it’s likely that productivity will take a hit while people wait to find out more or settle into their new normal. So, what can you do to not only help employees understand and cope with change, but also encourage them to maintain their performance? Here are three ways to use your reward and benefits to actively engage employees with business change.

1. Employee assistance programmes

An employee assistance programme (EAP) or counselling service can help employees deal with the more difficult aspects of change. Speaking to a trained counsellor can provide an individual with the tools they need to process their thoughts around change, helping create a clearer picture of what it means for them.

In turn, this can help them adopt a more positive outlook and encourage openness to engaging with business change. An EAP is also a valuable, ongoing resource after change has taken place, helping employees adjust post-transition.

2. Team events

Social wellbeing is a crucial part of overall wellbeing. This shouldn’t be underestimated where team changes might mean loss of support networks at work. If a business change involves restructure, such as new leaders, new teams, or new roles, hosting team events can promote making new connections.

Events that offer a social setting can help breakdown defences that are sometimes built during change. Team lunches, games nights, or days out allow people to get to know each other and not feel so daunted at the prospect of being part of a new team.

3. On-the-spot recognition

While business as usual can be difficult to achieve during business change, there is still a need to ‘carry on’ with work. Recognising employees for continuing to perform well can motivate them, and others, to keep going in times of change.

Sometimes business change also means getting to grips with new technology, systems, or processes. This can be challenging for some people, so recognising and rewarding when an employee has made a particular effort in these areas can help to engage them further.

Thoughtful and consistent communication

An important element to consider is communication. Any communication around business change needs to be thoughtful and consistent. It must be clear about what’s changing and why, it should consider the impact of change on employees, and explain how change will happen. Most importantly, messages need to be consistent and lines of communication need to be kept open. We’ve put together a helpful guide to better communication that will help nurture a positive and effective working environment.

Change can be challenging in many ways. But by making the most of your reward and benefits, you can find a really effective way to support employees in coping with change, and engage them with it in a positive way.

This article is provided by Simplyhealth.