You can take action!
When implementing the measures retained, it may be useful to consult employees (and appreciated on their part) regarding points such as the location for an annual employee rewards/recognition activity, the best time for holding team meetings, or the choice of a social activity.
Different means can be used to consult employees (see Step 2), but a simple strategy of inviting them to vote or submit comments by means of a short email or a section in the Intranet, if there is one, may also be appropriate..
One of the issues iinvolved in introducing such processes is the question of management of the interventions over the long term, after the action plan has been written up and approved. Such intervention initiatives carried out at a given time by a specific group risk being suspended or losing their appeal when organizational changes take place.
Moreover, during the process, some approvals may be harder to obtain than others, depending on the nature of the measure retained, its costs, and its potential impacts within the organization.
In this case, there is still time to remind stakeholders of their initial commitments, and if need be, to reiterate some of the answers given to the questions in the A matter that concerns us all! , section, as they highlight the importance of tackling the root of the violence, as well as the high costs and consequences of this violence at the personal and organizational levels.
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