Employee Engagement
Change and transformation consultancy and services
Business transformation and organisational change takes many forms.
It could be operational – with a change in skills and aptitudes, perhaps embedding a more digital mindset. It might be prioritisation – with customers, clients or patients deemed more important than anything else, potentially a starting point for any change. Or it might be in location – with a new office acting as a catalyst for different ways of working, more streamlined processes, or adoption of new methods of collaboration.
These could be triggered by a number of reasons such a merger and acquisition, competitive pressures, technological advances, economic downturns, diversity in the workforce or regulatory and legal changes.
Whatever your transformation challenge, effective and impactful communication of the need for change needs to be approached carefully.
Communicating organisational change
With more than 20 years’ experience in communicating change management strategies, Regan Consultancy is here to help you engage with employees with a clear vision and ensure there is consistent messaging. We’ve supported multiple large and complex organisations such as City Building among others, on a variety of change journeys over the years.
Our approach always starts with the same set of questions: Why are you changing? What will it mean for employees? How can they feel they have agency to support it and move with the times?
Answers to these three questions ultimately provide a narrative arc that will inform any communications plan – the why, what, and how of change.
However, having a story to tell is only one part. The structure of any comms approach needs careful consideration.
Senior leaders need to be readied for motion. Organisational structures need to be put in place. Communication messages need to be planned to guarantee employees are brought along the journey, rather than placed at its mercy.
Diversity, Equity and Inclusion in the Workplace
A strong position on diversity and inclusion underpins a positive culture and increasingly, the single biggest cultural challenge organisations face is the extent to which they offer pathways, support, and advocacy for minority groups.
To that end, with more than 30years’ experience as an employee engagement officer delivering impactful employee engagement campaigns for organisations. The former is a question of representation – what your organisation looks like. The latter two, the extent to which people of minority groups will flourish and thrive.
As part of your Employee Value Proposition (EVP), your approach to diversity and inclusion should be consistent. Our five step methodology to address DEI ensures you are best placed to make this happen.
If you’re struggling with effective DEI messaging which cuts through your other communications reaching hard-to-reach and ‘off-grid’ audiences or measuring the perception of your diversity and inclusion communications – that’s where we come in.
Measuring DEI and Cultural Maturity
While increasing diversity is largely a recruitment issue, equity and inclusion focus on the structure of an organisation, the degree of respect, integration and consideration people of minority groups are shown, and the normalised behaviours and attitudes.
It’s here that we can really help as a DEI agency – using company-wide diagnostics to review the cultural maturity of your organisation, to impactful employee change campaigns focussed on the levels of awareness, attitudes, and behaviour of your people, we can help move the dial on the level of inclusivity on display in your organisation.
The net result of this work is not only a healthier and more constructive place of work, but also one that will find the issue of diversity easier to address, as new recruits from minoritized groups are more likely to stay and thrive.
We’ll work closely with your team, in a partnering capacity, using our tried and tested methods for improving equity and inclusion to take you to the next level.
Defining Company Values, Behaviours and Purpose
As workforces become increasingly diverse with different needs and expectations, defining new or evolving current values and behaviours can be challenging and complex, but also essential.
Any core company values should be right for both who the organisation is today and who it hopes to be in the future – a mix of reality and ambition – to provide the essential ‘north star’ that all employees can reference in actions and decision making. Regan Consultancy can help you define these essential organisational values, and the behaviours to support them.
We apply our proven methodology and modelling – using a design-led co-creation approach – to meet your challenges, to define or redefine, to clarify, to reassert, celebrate or establish where the ‘stretch’ is needed to push the business into any necessary change.
