Accelerate pace, improve process, identify issues, and monitor acceptance

eePulse uses its signature Energy Pulse metric, as well as the ChangeStepPulse measures to help leaders track the progress of their organizational change management initiatives. Employee comments and dialogue make the numbers come alive, and when quantitative and qualitative data are provided to managers responsible for change - then actions to support change become acculturated and accelerate.

Change comes in many forms: culture shifts, mergers and acquisitions, productivity ebbs and flows, staffing expansions or reductions, structural change, new leaders, and more. These major, and many minor, shifts in the climate of your business affect how your business performs. Learning to manage change and to interact with change in process are important skills for strategic managers to master. In order to anticipate, understand, and manage change, leaders and managers need information on the issues affecting change. Articulating what you need to know is one of the first challenges:

• “If I knew why my employees were not going along with our new growth strategy , then I could take action and be more successful.”

• “ If I knew why our customers were not buying, even though we are going through a massive organizational change effort to make our sales process better , then I would take action to stop losing losing sales.”

All of these expressions of "if I knew…then I could” can be answered by collecting data from your employees. eePulse uses change management models that take time (Q=quarter) into account in addition to the target of change (is the organization suppose to change, the department, or me?). By tracking both time and targets of change and by writing specific “if i knew – then i would” questions, eePulse helps leaders manage change effectively. The change efforts result in the actions needed for overall organization success. Rather than being surprised by the rate of change, managers know what to expect, and they are all engaged in making the change process work.

See our Case Study information on Organizational Change

Click here to view Change Management deployment methodology