The first step is to listen to the employees and let them air out their grievances. After all, if this project is to be successful, you need to make sure they are happy. So, you meet with them and while you don't decide on exactly how much the wages will increase, you do manage to elicit a range as well as some expected benefits. Additionally, you agree that their facilities need to be updated so they are safer, more comfortable and state-of-the-art.
So after your meeting, you finish drafting your plan using the Project Canvas Methods. You present your plan to CEO and the steering committee. After some conversations about timelines, budget and how to fix this situation, almost everyone has bought in.
One senior board member in particular is very vocal about his opposition. He believes the project is too generous and will negatively impact the company's profits. You've already tried to appeal to his sense of empathy by inviting him to have lunch with a few of the disgruntled employees and hear them out, but that didn't change his mind. Being that he is a senior member of the board, he has quite a bit of influence and earning his buy-in is important. The way you see it, you can convince him by presenting data on the expected benefits of this cultural transformation project and reiterating the vision. Namely, that the cost of increased benefits is small compared to how much money and time you will save in the long run due to decreased turnover and increased production. The other option would be to appease him and reduce the generosity of the benefits and the scope of the project. Which would you choose?
Data Presentation
While he still has his reservations, he has come to understand that investing in the well-being of the employees will have a positive impact and save time and money in hiring and training new employees.
The next step is to prove to the employees that you're actively working on their behalf and get them to buy into the vision of the project. You need to make sure everyone understands what you're trying to accomplish, feels passionate and excited about the new vision and has access to relevant information. You draft up two potential communication plans. Both will be distributed over numerous channels periodically. The first would focus heavily on the results of the project, rather than the details. The second would highlight details and key information like deadlines and expected changes. Which type of message would you send out?
-
-
Reduce scope of project
After presenting your less generous version of the plan, he has agreed. However, the number you just presented to him is somewhat lower than the figure the employees had expressed. This might be problematic in the end. But, at least you've got the approval of all the steering committee.
The next step is to prove to the employees that you're actively working on their behalf and get them to buy into the vision of the project. You need to make sure everyone understands what you're trying to accomplish, feels passionate and excited about the new vision and has access to relevant information. You draft up two potential communication plans. Both will be distributed over numerous channels periodically. The first would focus heavily on the results of the project, rather than the details. The second would highlight details and key information like deadlines and expected changes. Which type of message would you send out?
-
-