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Thought Paper

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After meeting with the change management team in the human resources department, I have seen that they have started a diagnostic change. Many of the employees have expressed their frustration in the way the process is currently. It seems as if they did not feel as comfortable coming to you, as the CEO, to address these concerns. They have found it in their interest to take matters into their own hands and launch this diagnosis.
With such a high amount of unease in the existing procedure, a well-designed diagnosis is imperative to keep morale and productivity up.   The fact the employees are asking others to complete surveys and engage in discussion shows just how willing they are to make and enforce a lasting change. All these various methods of information gathering have given the change management team a great starting point to work with. Once the plan of action has been set in place, the team will have a better idea of all the underlying issues. Defining the objective in relation to collecting data must go hand in hand. The change team sees the need of a good flow structure to take place for the whole organization to run smoothly.
Not only is there the issue of having an ineffective process, members from the change team have complained how difficult it is for them to come and speak with you. They see your management style to come off as rushed and delegating. It would be in your best interest to listen to not only the employees, but more importantly to the change team to reach a consensus. As the CEO, I can understand your hesistation to take in all the suggestions and filter through them to see which ones are worth further pursuing. However, when an entire team whose speciality is to notice and come up with these changes, there has to be a method for them to speak with you without having their ideas disregarded. They interpreted the data they collected and saw that what they obtained was necessary to figure out what actions the employees need to take....

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