Though you already understand the benefits of implementing a new workforce experience solution, your leadership team may need some convincing. But once you secure their support, it will be much easier to deploy your solution and begin realizing your goals for a more engaged and delighted workforce.
The Challenges of Getting Leadership Buy-in
You may have experienced this before: You’ve researched your options and found a solution to improve engagement, build a sense of belonging among employees, and drive recognition throughout your workforce. You’ve completed product demos, checked reviews, and got all of your questions answered.
But before you proceed, you need leadership buy-in. You need the support of the senior team—not only to secure the resources you need for a successful implementation but also so they can champion the new solution and set an example for the rest of the workforce.
Though you’ve done your homework, getting leadership support for a workforce experience solution may require some additional work. For various reasons, you may experience some push-back from senior leaders who may not immediately accept your proposal. Some of the reasons may include:
- Timing: Leadership may be open to your proposed solution, but they don’t see it as an immediate priority.
- Lack of knowledge about the issues and opportunities: Some leaders may not support your solution because they don’t think it’s necessary.
- Competing alternatives: The leadership team may not be convinced your proposed solution is the right one.
Making the Case For a Workforce Experience Solution
Despite the obstacles, getting your leadership team on board with a technology solution that transforms the employee experience is possible. But, since leadership buy-in is never guaranteed, you’ll need to have a well-thought-out game plan for making a convincing business case.
Here are some specific actions you can take to educate and convince your leadership team to support your proposal for a game-changing workforce experience solution:
1. Choose the right time
When approaching company leaders for buy-in, make sure you understand when it’s a good time to ask. For example, you may be more likely to get buy-in for a new workforce experience platform if your organization has been struggling to reduce employee turnover or if you have concerns about waning employee engagement. Additionally, you should consider your company’s budgeting cycle when choosing the best time to ask for support. Then you’ll have enough lead time to allocate the necessary budget dollars.
2. Link the solution to business objectives
It’s easier for leaders to see value in your proposal when it has a clear link to business objectives. For example, when your objective is to improve employee engagement and performance, you can explain how employee recognition software helps to deliver the recognition and the continuous performance feedback employees need to feel engaged and do their best work.
Research shows that employees are more engaged when they get enough recognition. One study found that employees who received recognition, even something as simple as a thank you letter, reported feeling more supported by their organization. They also experienced higher motivation and fewer absences from work.
In addition to engagement, employee recognition programs also enhance your employee appreciation efforts, thus helping to meet objectives in areas such as diversity and inclusion, employee communication, performance enhancement, and productivity.
3. Explain the impact of workforce experience technology on your culture
Making the business case for any critical business solution often requires outlining the impact on employee attitudes and behavior. When highlighting the benefits of a workforce experience solution, you can describe how the solution will help you build a people-centric culture. Through employee appreciation and feedback, the solution will help you demonstrate your company’s commitment to employee satisfaction and well-being.
You can also explain how a workforce experience solution can improve other aspects of your company culture. When you consolidate all of your recognition programs into one cohesive workforce experience solution, you can build community and manage more activities in one place. A single-employee platform service can help you manage:
- Rewards and recognition
- Employee wellbeing initiatives
- Pulse surveys
- Employee feedback
- Job referral programs
4. Get support from others
Implementing a new workplace initiative often takes buy-in from others besides the leadership team. For example, before you ask company leaders to support new workplace experience technology, make sure you’ve also gotten support from your IT team. Stakeholders in IT can help with the roll-out and provide support for integrating your new solution with other workplace platforms, such as your HR information system (HRIS), Microsoft Teams, or Slack, to name a few. In addition to IT, you can also benefit from insights (and support) from frontline managers eager for a solution to help them recognize their team more consistently.
Enhance the Employee Experience with Leadership Support
Gaining leadership support for a workforce experience solution won’t likely happen on its own. You’ll need to explain the many ways the new solution will help you attract and retain the talent necessary to meet company objectives. Once you obtain leadership buy-in for your new workforce experience platform, it will be that much easier to plan and implement the roll-out to your workforce. And when you need assistance, we’re here to help.
At Centricity, we’re dedicated to helping businesses elevate their workplace experiences through employee engagement programs that foster deeper connections, enhance performance, and improve the employee experience. Get in touch with us today to learn more about CentricityOne, a digital gathering place to build community and elevate your culture. Centricitynow.com.