The fifth - and final - step
Insofar, you have built a change story and told far and wide about the coming changes. Your organization has the desire to enact the changes. They understand how they and business will be affected. They've adapted to change and have succesfully implemented new behaviors and skill sets. You can finally go back to business as usual! Except change is constant. Reinforcement is an easily forgotten component of the change process.
It is easy to think that reinforcement simply serves as a reminder to keep at it. The employees still think to themselves once and again, it was better in the old days. Maybe it was, may it wasn't - which is why reinforcement has three objectives. Firstly, the change itself must be reinforced. Remembering why we've struggled to change, keeping desire high, ensuring that employees are aware of what's expected of them and they still have the ability to perform in a bold new world. Secondly, it is time to see if the change actually changed something. Measuring whether your financial, cultural or organizational goals have been met is an easy way of determining if you're there yet and why ("There are still a lot of employees using the old system, which is why we're not meeting the financial goals").
Appreciation at Work
Thirdly, it is time to acknolwedge, appreciate and celebrate. Everybody wants to feel appreciated for the work they've put in. Remember that only those who try, do. So it is important as a business to show that the efforts employees have made are meaningful to the company. Now most managers would say - Hey! I appreciate my employees and colleagues! - but do they recognize it? Not everybody are appreciated in the same manner, and efforts to say thank you seems false.
Remember there's a difference between acknowledging a performance and appreciating a person. At HUMAN UNIVERZ, we use the 5 Languages of Appreciation to help ourselves appreciate each other, but also help our clients to create appreciation at their work. The 5 Languages of Appreciation was developed by Dr. Paul White to show that different persons prefer different languages:
- Tangible gifts
- Quality time
- Words of Affirmation
- Acts of service
- (Physical touch)
Learn from Dr. White on ways to show appreciation at work.