NOVEMBER 2016 DAI SOLUTIONS ADVISOR
The November edition of DAI Solutions Advisor is focused on change. While many people often are resistant to change, we see change as an opportunity to tackle new opportunities and challenges. Our stories this month focus on the federal government transition and how it may affect contractors, and the importance of creating urgency when tackling change management projects. Read the November DAI Solutions Advisor here.
POTENTIAL IMPACT OF ADMINISTRATION CHANGE ON FEDERAL CONTRACTS
With the election behind us, the new administration has upped its transition planning activities. It takes months of preparation to staff an administration, understand the work of the agencies, lay out policy priorities and create a plan to manage the government and implement important initiatives. Continue reading
ORGANIZATIONAL TRANSFORMATION REQUIRES STRONG CHANGE MANAGEMENT STRATEGIES
Change may be constant, as the saying goes, but that doesn’t mean change is always easy. When an organization decides to make a change – or is forced to change, as happens after some Presidential election cycles – the two elements most important to success are people and communication. Continue reading
OCTOBER 2016 DAI SOLUTIONS ADVISOR
Today’s workplace is diverse, with organizations made up of employees spanning three generations. Gaining buy-in on organizational strategy and goals can be complicated because each generation has their own way of communicating. In this edition of DAI Solutions Advisor, we explore what successful employee engagement looks like and why it is vital to the health of organizations. Read the October DAI Solutions Advisor here.
ENGAGED EMPLOYEES EQUAL SUCCESS
Improving employee engagement is not simply about improving productivity — although organizations with a high level of engagement do report 22 percent higher productivity, according to a Gallup Organization’s analysis of 1.4 million employees. Strong employee engagement promotes a variety of outcomes that are good for employees, clients and organizations. For instance, organizations with highly engaged employees: Have twice the rate of success of organizations where engagement is low Have lower absenteeism and turnover Report improved quality of work and health Employee engagement is the employee’s sense of purpose as evident in their display of dedication, persistence and effort in their work or overall attachment to their organization and its mission. Really, engagement boils down ...