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Drive Engagement Through Interdepartmental Collaboration

MCLEAN& COMPANY 1-877-876-3322 Drive Engagement Through Interdepartmental Collaboration Transition froma non-collaborative environment to one that drives innovation and results across departments. Organizations of all sizes are struggling with interdepartmental collaboration, which is a core engagement driver. Improve engagement surveys by increasing collaboration, transparency, and trust. ONLY 69% 31% Of employees feel that they have a good relationship with employees in other departments. Of employees believe that departments work well together to get things done. Engagement Survey respondents who indicated that their environment was highly collaborative were almost 6x more likely to be engaged than respondents with low levels of collaboration Source: McLean & Company; N = 14,187 79% of Engagement Survey respondents who were classified as being highly collaborative were also classified as being highly productive Conversely, only 61% and 57% of respondents who indicated they had moderate and low collaboration were classified as highly productive, respectively. Source: McLean & Company; N = 13,733 In order to drive collaboration it is necessary to align your culture, behaviors, and practices towards this goal. Use McLean & Company's • Organizational values • Performance management • Leadership collaboration framework to • Organizational structure • Compensation • Communication create an interdepartmental collaborative culture in your organization. structures Culture Behaviors Practices Interdepartmental Collaborative Culture Project Steps 1. Identify causes of poor interdepartmental collaboration O Use McLean & Company's Collaboration Assessment Tool to assess your current work environment and determine the pain points causing poor levels of collaboration. Pain Point Assessment Results Comparison Of Responses HR Dept. A Dept. B Dept. C Dept. D High Priority Performance Management Practices Organizational Values Organizational Structure Organizational Structure Leadership Behaviours Leadership Organizational Values Communication Performance Communication Management Compensation Practices Compensation Practices Low Priority 2. Develop an action plan for improving your culture 3. Develop an action plan for improving your behaviors Your organizational values and structure need to be supportive of collaboration in order to create an environment that fosters Leaders that demonstrate collaboration behaviors, and systems of communication that enable transparent sharing of information are necessary for collaboration to interdepartmental collaboration. • Values are principles that underlie the culture of an organization and guide the behaviors of the organization's employees and leaders. OCcur. A lack of communication organization-wide and between departments is a core issue that hinders collaboration. However, McLean & Company data shows that the greater the communication and understanding of management's rationale an employee has, the more positive their departmental relationships. • You cannot achieve success unless you align your organizational values with the goals of collaboration and live your values in your actions. • Review your organizational structure and determine if it should be altered to greater support collaboration. With a HIGH level of positive departmental relationships: 4. Develop an action plan for improving your practices 87% 80% Align your performance management and compensation practices to ensure that you are evaluating and rewarding collaborative behaviors. Understand Understand department leader rationale executive rationale • Increase collaboration efforts by having shared goals as part of your performance management program. 5. Evaluate the effectiveness of your • Align your base pay practices to your values and performance management practices to encourage and support collaboration. collaboration initiatives • Variable compensation programs that align to a company's balance scorecard are another effective method to drive Gain continuous buy-in from executives for fostering a collaborative environment by demonstrating improvements to core KPIS that align with the business strategy and goals. collaboration. • Start with the organizational goals. Each goal would have a minimum threshold that would need to be met in order for the company to pay out any variable compensation. • Then tie in divisional or departmental goals that align to the organizational goals. If divisional goals are not met, then incentive pay would not be paid out. • Use your McLean & Company engagement survey results to evaluate the success of your collaboration initiatives. Individual goals then must be aligned with their division which become part of the employee's performance review. • Compare the results from pre and post-launch of the collaboration initiatives to see what changes occurred in related drivers, including trust and transparency levels • An employee would need to perform at a certain level in order to be eligible for any incentive pay. Start this project today by calling 1-877-876-3322 Use our Drive Engagement Through Interdepartmental Collaboration Blueprint * Best Practice Toolkit Includes: Guided Implementations: MCLEAN& COMPANY PE 77 Do-It-Yourself Project Slides I Interpret and act on your collaboration assessment results x Collaboration Assessment Tool ( Develop an action plan to improve interdepartmental collaboration Collaboration Assessment Questionnaire | Evaluate the effectiveness of your collaboration initiatives WE Focus Group Collaboration Questionnaire Plus: Onsite workshops available 1-877-876-3322 Source:

Drive Engagement Through Interdepartmental Collaboration

shared by emilywyss7 on Apr 17
Transition from a non-collaborative environment to one that drives innovation and results accross departments


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