People strategy and business strategy have never been so connected. Employees have more influence and expectations than ever before. Effective leaders are building employee trust, connecting adaptability to performance, strengthening their employer brands, and changing how leaders lead.
There’s a reason why many leaders shy away from sponsoring enterprise transformations: getting employees to change is often seen as just too hard. Simply equating engagement with communications misses the mark. Now more than ever. Today employees feel empowered to tell their companies how to care for their wellbeing – and the planet’s wellbeing too. They expect to connect any enterprise change to their own personal and professional aspirations and values. That’s where Daggerwing can help.
Real change only happens when the people on the inside of the company are ready to make change happen. That takes leadership, systemic support, and emotional connections. Three of the ways we help clients engage employees to drive desired transformation outcomes include:
For some CEOs, one of the most challenging change barriers is the “messy middle” of senior leadership through to people managers, who are either threatened by change or lack the skills to make it happen. We help to equip and enable leaders to be accountable and effectively lead their teams through transformation.
In the uncertain post-COVID business environment, talent wars are heating up in favor of employees. We help HR leaders create and implement competitively advantaged talent brands, creating a clear understanding of why the employee experience will bring superior value to your top prospects.
Whether it’s back to the facility, hybrid flexibility, or a total shift to virtual, companies need comprehensive approaches to transitioning employees to the new future. We help leaders put employee engagement at the center of changes to structures, roles, team dynamics, ways of working, technology adoption, and trust-building leadership.
The situation is truly unprecedented. Today, 41% of employees in the global workforce are considering resigning from their roles, and 36% of those leaving their roles do so without having their next job in place. Every organization must update its talent strategy—starting with a refreshed employee value proposition as a cornerstone for attracting and retaining top talent.
Get TipsThe lines between external brand and internal brand are blurring. Not only does an Employee Value Proposition need to work harder than ever before to attract, engage, and retain the best talent, but the way companies treat and value their employees now influences customer opinion and purchasing behavior.
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