Business Processes Design employee engagement employee feedback management process design team collaboration Technology

5 Great Ways to Involve Your Employees in Process Design



Discovering efficient methods to interact your staff in decision-making processes has turn into a precedence for many organizations in current years.


As a result of quite a few analysis research clearly point out that involving your staff in how issues get finished improves morale, which in flip positively impacts productiveness, loyalty, and just about every thing else that permits a enterprise to develop and keep aggressive.

Actually it’s simply widespread sense. Deal with your staff properly, give them alternatives to contribute, and they are going to be extra motivated to persistently produce their greatest work.

In accordance to Salesforce analysis, staff who really feel their voice is heard are four.6 occasions extra possible to really feel empowered to carry out their greatest work, whereas one other research signifies that organizations with excessive worker engagement outperform these with low worker engagement by 202%.

It’s arduous not to perk up your ears and think twice about how a lot you contain your staff when such vital numbers are flying round.

On this publish, I’m going to be going via 5 methods for you to contain your staff in decision-making when it comes to course of design.

In different phrases, I’ll be wanting to give you some sensible, tried and examined concepts for encouraging your staff to contribute to the design of inner enterprise processes. This won’t solely supply them a channel for empowerment, however will even enhance course of adoption as they are going to be constructed by way of collaboration and teamwork. It’s a win-win state of affairs.

What precisely do I imply by course of design?


Process design is the act of making a brand new course of or workflow from scratch. In short, this implies considering logically about all the steps concerned in a course of together with the assets required to guarantee its completion, and documenting this info in a approach which makes the method actionable and repeatable.

For the sake of this submit, nevertheless, this time period additionally applies to course of re-design which refers to an present course of that’s being iterated and refined.

I’ve chosen to consolidate the 2 as a result of it extends the scope of this publish and extra importantly, makes it extra helpful as nearly all of your processes are possible to already be constructed to a point.

Moreover, worker involvement has a larger worth when a course of has been used for a while and may, subsequently, be evaluated in extra element.

Solely when a course of is being iterated are you able to ask pertinent questions like:

  • What half(s) of the method is inflicting inefficiency?
  • Which features of the method work rather well?
  • Is the method versatile sufficient to adapt to unexpected modifications?
  • What sort of iterations would enhance adoption?

Process design might be extraordinarily difficult relying on the scope of the method in query, which is why many organizations, notably these with giant groups, use modeling software program like BPMN or UML. We now have written tutorials for each of those choices, which you’ll be able to entry by clicking their respective hyperlinks.

Now, let’s get into the majority of the publish – how to get your group (and different staff in the group) concerned and actively contributing to the design of inner processes.

5 methods to get staff concerned

1. Present incentives to contribute from the get-go


There’s no higher place to begin instilling a tradition of collaboration than through the onboarding interval. One research stories that 53% of HR professionals say worker engagement rises when onboarding is improved.

As an worker works their means by means of coaching, they’re absorbing as a lot info as they will, whereas naturally making all types of assumptions and judgments about staff politics and the overall work surroundings.

“A new hire’s experience on their first day sets the stage (and their mindset) for the rest of their employment.” – Yoh

Setting a robust basis will solely enhance the enter you obtain from staff as you contain them in course of design decision-making additional down the road.

The “strong foundation” I’m referring to is considered one of empowerment. Coach new hires in a method that makes it clear you worth their opinion and usually are not merely anticipating them to fulfill the record of 5-10 bullet-points said on their job description. Whereas that’s in fact the primary function, it isn’t all the things.

Some staff gained’t need to contribute to tasks which might be outdoors their scope of labor, even when it offers a chance to collaborate with senior administration, and that’s okay. The essential factor is to show good management by speaking they will if they want to since you acknowledge they’ve priceless perception you don’t.

2. Formulate a plan for speaking course of enchancment initiatives


If you need to invite some staff to talk about the design of a specific course of, how do you attain out to them? Does capturing them a fast e mail actually do the job?

Nicely, an e-mail is the obvious technique, however there are many different artistic methods to get their consideration and maximize the prospect of receiving real curiosity to contribute.

The two key factors to think about listed here are:

  1. Use quite a lot of communication strategies, from emails to inner newsletters and lunchroom posters.
  2. Determine and empower course of enchancment champions to foster curiosity amongst different staff.

For example an instance, let’s say you’re a gross sales director engaged on a BANT gross sales qualification course of and would really like some enter from an all-star SDR and three of your most efficient AE’s.

Salespeople are notoriously busy (or no less than must be!) and don’t like to waste time as they’re all the time working to meet robust quotas. They’re continually firing off emails to leads, alternatives, new clients and can probably not even discover an e-mail inviting them to assist design an inner course of, not to mention take it significantly.

However think about if in this state of affairs, one of many AE’s had beforehand helped design a course of for making a pitch deck and it had labored tremendously nicely. Not solely that, however she had been acknowledged and praised by senior administration for her contribution.

Now, you possibly can strategy this AE and ask if she might inform a few her colleagues that their help in designing a gross sales qualification guidelines can be a lot appreciated, and their efforts acknowledged by different members of the staff.

This modifications the state of affairs utterly, all thanks to good quaint human interplay.

three. Set up a course of for accumulating, organizing, and evaluating suggestions


That is fairly a meaty level contemplating there are three equally necessary elements all wrapped up in one.

If we proceed to broaden on the instance I illustrated in the earlier level, will probably be simpler to perceive its sensible software.

Because the gross sales director wanting to create a brand new and improved BANT gross sales qualification course of, you desire to to collaborate with a handful of the most efficient salespeople to get extra perception into how they execute the method each day.

We’ve established that you must use quite a lot of communication strategies and empower course of enchancment champions to create a extra compelling case for his or her involvement.

Now it’s all about the way you gather and interpret their suggestions when you’ve received their consideration. This course of shouldn’t be difficult, simply efficient.

Examples of straightforward methods to do that are to create group chats in Slack, or ideally your CRM (Salesforce has a “Groups” function that’s nice for this) the place staff are directed to publish their suggestions.

Holding in-person conferences is, in fact, a good way too, however may be moderately time-consuming and ineffective if members are usually not ready.

By posting suggestions in your CRM, the salespeople can work from inside the device they’re most accustomed to, which not solely organizes their feedback, but in addition makes it quite a bit simpler for you to consider them and reply, whether or not that be alone in your workplace or throughout a gathering the place you run by means of their suggestions as a gaggle.

“When leaders respond quickly to ideas and questions, employees get the message their input is valued and they become more committed and engaged.” – David Grossman, The Grossman Group

One other smart way to gather suggestions is surveys, which, in accordance to CultureIQ is the preferred technique to actively handle and drive worker engagement (55%).

You would do that by sending the salespeople the present course of together with a survey asking them numerous questions on what could possibly be improved, together with a piece for basic feedback. You’ll be able to then undergo these surveys in your personal time and implement modifications as you see match. No human interplay, however extraordinarily efficient nonetheless.

four. Briefly dissolve layers of authority


Collaboration works greatest when everybody feels equal. I feel that’s widespread sense.

If you need your staff to be trustworthy and voice their opinions, it’s important that you simply current your self as one other member of the group and nothing extra.

“Coming together is a beginning, staying together is progress, and working together is success.” – Henry Ford

All the time be affected person, understanding, and pay attention to everybody’s feedback. Such traits of excellent management transcend course of design and have a big affect on the work setting in basic.

It has been reported by Businessolver that 98% of HR professionals and 92% of staff surveyed stated empathetic employers drive retention.

Not rather more to say right here, simply be a workforce participant!

5. Keep in mind it’s not nearly figuring out the perfect ideas

This ultimate level just isn’t a lot a method to contain your staff, however somewhat a vital level of consideration that may create larger synergy between you and the workers you contain in course of design and enchancment initiatives.

It’s about involvement – the method of involvement, fairly than simply the worth extracted from it.

In different phrases, the goal of involving your staff in course of design shouldn’t be merely to enhance the method, however to present them with a chance to contribute to necessary operational procedures that may affect their workforce or group as an entire.

By acknowledging the significance of this you’ll not solely enhance processes via worker involvement, however may even set up mutual respect with all individuals by way of recognition of their efforts, enhancing morale and in flip, productiveness.

Get your staff concerned with course of design!

The important thing takeaways from this text are that in order to successfully contain your staff in course of design initiatives, you want to:

  1. Instill a tradition of open and trustworthy communication by means of attentive, personalised onboarding.
  2. Present channels for workers to simply voice recommendations and considerations by integrating numerous instruments like Slack and your CRM.
  3. Make the most of quite a lot of communication automobiles past e-mail to present the good thing about being concerned.
  4. Determine course of design/enchancment champions and empower them to encourage contribution from different staff.
  5. Acknowledge that each one enter is effective and must be thought-about with equal care and a spotlight.
  6. Be a great chief who makes staff really feel snug, trusted, and valued.

I hope you discovered this text useful! When you have another methods of involving staff in the design of your processes that you simply discover tremendous efficient, let me know in the feedback under! 

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