hr case competition

ChemCo Project ALIGN:

Refining Excellence

Problem Statement Methodology Stage I Stage II Stage III Stage IV Summary

Team Introduction

Ramsey Bradke Lauren Rogers Michael FouchAdam Christensen Christina Burnett

Agenda

Problem Statement Methodology Stage II Stage III Stage IV SummaryStage I

Problem Statement

Methodology

Stage I

Stage II

Stage III

Stage IV

Summary

Problem Statement


Implement change management mechanisms that inform and engage employees in order to effectively realize the $120M

cost-savings target.

Anxiety/Fear

Employee Voice

Collaboration

Methodology


Kubler-Ross Change Curve

Time

Resistance

Announcement

Accep

tance

Commitm

ent

Stage I: Announcement


4.33%

Leadership Meeting Color Team to Local Teams

Initial Closings Announcement to Employee Base

Stage II: Resistance Mitigation


Resistance

Coffee Hours

Emotional Message from Leadership

Employee Perk

Career Engagement (Intranet)

Central Team Training

Resistance

Stage III: Driving Acceptance


Acceptance

Leadership Visits

Incentive System

Newsletter

Stage IV: Fostering Commitment


Fit Audit

Phase II Insights

Celebration

Phase II

Summary

Kubler-Ross Change Curve

Time

Resistance

Announcement

Accep

tance

Commitm

ent


Questions?

Appendices

Financials

Leadership Training Material

Take time to watch and listen

• Observe changes in behavior

• Listen to concerns that are expressed

• Take the needed steps help alleviate their anxiety

Demonstrate your genuine concern

• Talk openly and regularly about what you know

• Encourage input • Understanding

their concerns help with things you have a direct influence on

• Allows them to talk freely about what’s troubling them

Fix what you can

• Reassuring words and guidance have a positive impact on employees during times of uncertainty

• Fix what’s in your control and if it’s beyond your scope do not promise anything you cannot deliver

Be positive and look for opportunity

• Encourage employees to take initiative and seek out potential challenges created by change and new ideas for solutions

Train and prepare

• Training can provide employees with the opportunity to learn more skills/experience to prepare them for a new role or work in another area if necessary

Managing your employees through change

Incentive Program S

ucce

ed a

t a c

hang

e • Complete online training (5pts)

• Covert to a new online system as a team (3pts)

• Discover a potential challenge as a result of the change and resolve (5pts)

• Provide feedback during Coffee hour (1pt)

• Employee submits a situation where their manager went above and beyond to help with the change. (Manger receives 3pts)

• Develop a guide that helps people with the new IT system that can be confusing (5pts)

Sm

all R

ewar

ds

• Movie Tickets (25 pts)• Water bottle (15pts)• Tickets to a sports game (40

pts)• gas gift card (40 pts)• oil change (120 pts)• Starbucks gift card (35 pts)• parking spot close to the

door (200 pts) Rec

ogni

tion • Each provide the opportunity

to recognize both individuals and teams for their hard work

• Describes the small wins going on throughout the entire organization

• How?• Newsletter• Describes future

opportunities for points• Leadership visits• Coffee Hour

Incentive Program ROI

Increased moraleaccelerated acceptanceImproved engagement30% Performance Increase

CommunicationAdministration Awards~3% of costs savings

Ret

urn

Costs

Newsletter Sample:

Sources•Anastasia. "Understanding the Kubler Ross Change Curve." Learn How to Boost Your Start up. N.p., n.d.

Web. 2 Nov. 2016.

•"How to Communicate Change Successfully - Changefirst." How to Communicate Change Effectively. ChangeFirst, n.d. Web. 2 Nov. 2016.

•Economy, Peter. "5 Powerful Ways to Help Your Employees Cope With Change." 5 Powerful Ways to Help Your Employees Cope with Change. N.p., 2015. Web. 02 Nov. 2016.

•Audience, By A Specific. "Exploring Employee Incentives." Rewards and Recognition. N.p., n.d. Web. 02 Nov. 2016.

•By Attending Our Course, You’ll Benefit From:. "HR Resources." Home. N.p., n.d. Web. 02 Nov. 2016.

•Robbins, S. P., & Judge, T. (2016). Essentials of organizational behavior. Boston: Pearson.

•Davey, L. “Deliver Feedback That Sticks.” Harvard Business Review(2015): n. pag. Web. 2 Nov. 2016

•Heidari-Robinson, S. “Getting Reorgs Right.” Harvard Business Review (2016): n. pag. Web. 2 Nov. 2016

•Warner, Todd. “Overcome Resistance to Change by Enlisting the Right People.” Harvard Business Review (2016): n. pag. Web. 2 Nov. 2016

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