Inevitabl assessive: Change management diagnostic

Helping Your Organization Thrive In Change Management By Improving Employee Engagement To Hit Sales Goals & Reduce Turnover Costs.

How Prepared Is Your Organization For Change?

Inevitabl Assessive helps you find out. And, it's your building block to lasting change, fundamental to our work with clients.

Companies that don't have a formal change process struggle. They're reactive. Projects are forced, dictated, and left to hope. That "strategy" finds resistance every time. When you introduce more change, you're back at square one. Often, you're too close to daily operations to see what needs adjusting.

You'll address these issues with a focus on the change management process. We help you dissect your state of preparedness, planning, communication, and strategy beginning with employee engagement to identify strengths and weaknesses that are helping and hurting your cause, and influencing your company's operations, revenue, and sustainability.

Through our proven process, you'll be able to establish, reform, enhance the items you need for your change process to become an enduring competitive advantage.

I'm looking forward to learning about your business and helping you improve employee engagement to hit sales goals, reduce turnover costs, and influence lasting change in your organization.

In health,
Boh

David Bohmiller

David Bohmiller, MBA, MS (he/him/his)
Founder, CEO and Consulting Executive
Inevitabl LLC
โžก๏ธ Inevitabl's Most Popular Content & Resources

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Did You Know?


"Change management is a core leadership demand, and an increasingly vital one. Whether leaders are repairing the damage the pandemic inflicted or positioning themselves for new opportunities, many are implementing new strategies, work styles, products -- some are even rewriting their missions" (McLain, 2022, para. 1).

Why Change Fails.

You've probably asked yourself why it's so difficult to implement change in your company. You've come up with a great idea, and when it's introduced, employees don't show the enthusiasm you expected. Often, the issue isn't the idea or the vision; there's a deeper, root cause to be explored.

Your Best Starting Point Is In Understanding Employee Engagement.

Baker (2014) as cited in Rastogi et al. (2018) suggests that companies in the United States lose $450 to $550 billion annually to poor performance from disengagement.

disengaged employeeFinding the root causes of employee disengagement is key to making change.

Harter et al. (2002) as cited in Mbhele & de Beer (2021) describe employee engagement as occurring when employees:

  • Have a clear understanding of job expectations.
  • Feel as though their work matters to the organization.
  • Sense that they belong as part of the community.
  • Believe opportunity exists to grow with the company.

You can spend all day on strategy and communication, but if you haven't addressed these areas, you'll be stuck applying band-aids instead of implementing sustainable solutions.

Introducing Inevitabl Assessive.

Inevitabl Assessive helps you to quantify your starting point through collecting, organizing, and reflecting on data from employee engagement surveys and leadership self-evaluations.

Go through the process and you're likely to find some strengths. It isn't all bad all the time. You'll build off of this as change becomes part of your organization's identity.

In the areas where improvements are needed, you'll have a clear picture of the whys.

  • Why particular groups of employees are leaving.
  • Why employees feel that career growth is stunted.
  • Why leaders and employees feel differently about "what's working."

The Benefits Of Inevitabl Assessive.


Once you comprehend the whys, you'll be more confident in attending to the hows.

You'll have clarity on how to:

  • Identify and build on organizational strengths.
  • Organize areas needing improvement.
  • Isolate and mitigate change process risks.
  • Involve appropriate stakeholders.
  • Prioritize key initiatives.
  • Develop a change process improvement roadmap.
  • Implement best practices.
  • Accelerate organizational knowledge-building.

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Why This Matters.

Employee engagement isn't a nice-to-have in organizational culture. It's a must have. Without it, your organization runs the risk of losing its greatest assets -- its people -- including key executives.

employee overwork"The more I want to get something done, the less I call it work." ~ Richard Bach

Here's the pattern:

  • Disengaged employees look for other work.
  • They find new jobs and place their resignations.
  • You lose their knowledge, specialty, familiarity with people, company, and systems.
  • Other employees pick up the slack, causing overwork, overtime, and decreasing the quality of output.
  • Your recruiting expenses rise.
  • Finances and people are dedicated to training new and existing employees.
  • Organizational culture remains the same or gets progressively worse.
  • The cycle continues.

That's without considering the disengaged employees who stay, encourage discontent, harm productivity, and make things worse.

Here's The Math.

Simple math puts the cost of turnover for a single employee at 1/3 of their annual salary. The U.S. Bureau of Labor Statistics (2021) showed the average salary in the United States as $58,260.

business financial impactYou can address the costs of employee turnover.

With turnover of 100 employees in a year, the cost to your business would be $1,942,000.

Other estimates place the total costs at 1.5x - 2.5x an employee's annual salary (Bersin, 2013; Dube et al., 2010; Brezinski, 2014; as cited in Al-Suraihi et al., 2021).

With this, in the same company, losing 100 employees in a year could cost the business $14,565,000.

Here's The Value.

While those figures present a significant mountain to climb, there's reason you can be optimistic.

return on investment"An investment in knowledge pays the best interest." ~ Benjamin Franklin

In the simple math example above:

  • A 15% reduction in employee turnover means your business could save $291,300.

In the second example:

  • A 15% reduction in employee turnover means your business could save $2,184,750.

Whether your company loses 10 employees, 100 employees, or 1,000+ annually, the value in addressing disengagement and turnover is significant.

๐Ÿšจ More Importantly.

It's great to be able to save your company money and to impact financial statements. But, that's probably not why you do what you do.

organizational cultureEngaged employees drive organizational culture to new heights.

The real value in influencing employee engagement is that you and your team will be able to do more of what you love โค๏ธ and more of what you're great at. You'll be able to better serve your customers, and truly live your mission, and your why.

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Break This Cycle.


High Employee Disengagement.

โฌ‡๏ธ

High Employee Turnover.

โฌ‡๏ธ

Increased Cost Of Replacement.

โฌ‡๏ธ

Increased Resistance To Change.

โฌ‡๏ธ

โ˜น๏ธโ˜น๏ธโ˜น๏ธ


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Here's The Roadmap We'll Follow Together.

1๏ธโƒฃ A Performance Call. โ˜Ž๏ธ


Inevitabl Assessive begins by video conference to determine your starting point, objectives, and understand your path to today.

In moving forward together, we prepare an invoice for payment, and plan a project timeline. If it's not a good fit, there's no hard feelings. We'll have appreciated your consideration, and will look forward to remaining connected.

๐Ÿ‘‰ Book a Performance Call.

After discovery, should we decide to work together, the following steps apply. โคต๏ธ

2๏ธโƒฃ Employee Engagement Survey.

To understand employee engagement, we'll work with you to share our survey with your employees.

employee survey
engagement survey
employee engagement survey

In CSV file format, we'll enter the email addresses of your employees into our software for convenient survey delivery. We value your employees' privacy and so contact information is used solely for distribution of the survey, and never outside of this purpose.

Examples of 5 of 26 Areas Measured In Our Engagement Survey.

Our employee engagement survey explores areas of demographics, team member roles, teamwork, leadership, and organizational perception. Here are a few examples from a sample survey.


Demographic.

demographic information

Role.

role information

Teamwork.

teamwork information

Leadership.

leadership information

Organization.

organization information

3๏ธโƒฃ Leadership Self-Evaluation.

To complement survey data, leaders throughout the company reflect on their goals, successes, and desires for improvement through self-evaluation. This opens the door to enhanced understanding, and provides improved foundation for action.

leadership self evaluation

Responses from C-level executives, VPs, managers, and others give a comprehensive look at various functions and perspectives.

4๏ธโƒฃ Presentation. ๐Ÿ‘จโ€๐Ÿซ ๐Ÿ“Š

Finally, we provide you with a video conference presentation of findings, detailing the results of your Inevitabl Assessive audit. Included is a summary of your organization's areas of strengths, challenges, risks, and change readiness.

engagement survey results
employee engagement survey results
employee engagement presentation

In addition to our presentation, key stakeholders will have access to our results in software, and will have the ability to filter through the associated information.

You'll understand the elements that are lacking. You'll have our recommendations on the human, technological, and process resources to be updated. And, you'll have the foundation from which to begin your change process overhaul.

5๏ธโƒฃ Next Steps.

Following this, you may decide to partner with us to accelerate your process of implementing our recommendations.

In this case, we'll schedule a meeting to discuss the details of the options available.

Start The Conversation. ๐Ÿ‘ฅ ๐Ÿ—“๏ธ


๐Ÿ‘‰ Book a Performance Call

Let's Go! ๐Ÿšฆ

I appreciate your consideration, and I'm looking forward to helping you and your organization grow successfully through change.

In health,
Boh

David Bohmiller

David Bohmiller, MBA, MS (he/him/his)
Founder, CEO and Consulting Executive
Inevitabl LLC
โžก๏ธ Inevitabl's Most Popular Content & Resources



Inevitabl Assessive Is A Fixed Fee Service, Based On Your Company's Size.

Starting At $4,997

contact us

To See If Inevitabl Assessive Is Right For You, Schedule A Performance Call Today.

๐Ÿ‘‰ Book a Performance Call.


Frequently Asked Questions.


How long is this project?

So that you get the info you need in a time span that lets you begin to apply quickly, Inevitabl Assessive is completed over 2-3 weeks.

What's the price?

Your one-time investment of $4,997 provides for a comprehensive assessment. We cut out the fat to deliver meaningful and actionable recommendations with high ROI.

It's a fixed fee service?

Inevitabl Assessive is standardized to deliver your engagement survey, recommendations, and roadmap quickly and effectively. Its scope is well-defined and so too is the price.

Is this conducted remotely or in-person?

For your convenience, Inevitabl Assessive is conducted remotely.

What info will we need to share?

The email addresses of the employees to be surveyed are required. These remain confidential and aren't used for any reason outside of sending the survey and completion reminders. If you have them, exit and stay surveys are also helpful.

Are there options to continue after the initial project?

Inevitabl Assessive lets you experience our service, professionalism, and attention to detail. You can see that you like our work, and that it provides value, before considering additional services.

What are the options to continue?

We offer executive coaching, training and workshops, implementation of recommendations, ongoing support, and strategic partnership to uncover new opportunities for your organization.

How do we sign up?

๐Ÿ‘‰ Book a Performance Call. Looking forward to meeting you soon!


Inevitabl Assessive Is A Fixed Fee Service, Based On Your Company's Size.

Starting At $4,997

contact us

To See If Inevitabl Assessive Is Right For You, Schedule A Performance Call Today.

๐Ÿ‘‰ Book a Performance Call.


References.

Al-Suraihi, W. A., Samikon, S. A., Al-Suraihi, A. H. A., & Ibrahim, I. (2021). Employee turnover: Causes, importance and retention strategies. European Journal of Business and Management Research, 6(3), 1-10.

Mbhele, S., & de Beer, E. (2021). Achieving Employee Engagement through Effective Internal Communication. Communicare, 40(2), 153-182.

McLain, D. (2022, March 8). How Leaders Can Communicate Change to a Burned-out Workforce. Gallup.com. Retrieved October 20, 2022, from https://www.gallup.com/workplace/389594/leaders-communicate-change-burned-workforce.aspx

Rastogi, A., Pati, S. P., Krishnan, T. N., & Krishnan, S. (2018). Causes, Contingencies, and Consequences of Disengagement at Work: An Integrative Literature Review. Human Resource Development Review, 17(1), 62-94. https://doi-org.ezproxy.snhu.edu/10.1177/1534484317754160

U.S. Bureau of Labor Statistics. (2022, March 31). May 2021 National Occupational Employment and Wage Estimates. U.S. Bureau of Labor Statistics. Retrieved April 13, 2022, from https://www.bls.gov/oes/current/oes_nat.htm#00-0000

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David BohmillerContact David today!

I work with determined professionals to help build change leaders. Let's achieve more together.




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