It’s a universal truth that the world is changing. Every industry is affected and Ground Handling is no different. Legislation, climate change and technology are all having an impact and the pace of change will only increase.
When passengers are able to order shopping, stream movies and buy tickets online without queuing, they won’t be satisfied with outdated process that involve standing in line. And when 5G technology supports a virtual meeting with participants attending as holograms, there will be less demand for business travel.
In order to be change ready, organisations need engaged and adaptable teams. People that are comfortable with flexing and adapting. Individuals who anticipate change and offer innovative solutions. This is only possible if your employees are engaged.
Firm foundations
Gallup’s State of the Global Workforce report is an exhaustive breakdown of data accrued from employees across 155 countries. Researchers found that globally, just 15% of workers were actively engaged in their jobs. What’s more, highly engaged teams show 21% greater profitability, and research links engagement to improved productivity, safety, customer service, turnover, wellbeing and more.
We are programmed to resist change, it’s perfectly normal. That’s why, when change projects fail, it’s rarely the strategy, systems or processes that are at fault. More often than not it’s the human factor. There isn’t a one size fits all solution, but the good news is that if you are meeting three fundamental needs, your team is far more likely to be engaged with any change process:
1. Am I satisfied in my role?
We are all unique, with different strengths and weaknesses. So it’s worth investing the time to get to know your team. It makes sense to put your people in the roles they are best suited for and train them in areas where they – and the business – will most benefit. Talk to your team and give them a voice, and they will feel valued, trusted and engaged.
Find out about every individual using tools such as DiSC to explore if they have a personality type based on dominance, influence, steadiness or conscientiousness. This will affect how they work and interact with colleagues. Equally, a SWOT analysis will reveal Strengths, Weaknesses, Opportunities and Threats.
2. Am I aligned with the business – and vice versa?
Your company values need to be clear, authentic and visibly demonstrated. Increase alignment with your values by getting everyone involved in Strategy Mapping and organisational goal setting as early as possible in the process. Provide objectives rather than solutions or directives, to give your people ownership and gain buy-in.
Alignment has to be two way. Your team members also need to know that you see them as individuals and recognise their personal situation. In conversations with Ground Handling staff during a recent international airport visit, this was the primary reason individuals gave for feeling engaged with their employer.
3. How does what I do contribute to the vision?
If you don’t already use them, introducing Balanced Scorecards is a great way of breaking down your organisation’s strategy into big-picture and then individual goals. So every individual understands how what they do contributes to the integration and growth of the company as a whole.
Effective feedback, monitoring and measuring is then vital to motivate teams and support them to focus on the shared goals. By conducting effective appraisals, you will be able to recognise and reward in a way that is individually meaningful.
Fit for the future
Engaged employees are key to success. An engaged team will recognise the need to be flexible and adapt, and see the value in change. That’s why, in order to survive and prosper into the future, your business must meet the fundamental needs of your people.
Come along to our second interactive event Are you an ostrich or an eagle? on Wednesday 4th March 2020 at the Hawk Conservancy Trust in Hampshire, to explore what engagement means for your business, the link between engagement and change management, and what good engagement looks like.
This article first appeared in the Ground Handling International Leader’s Academy Conference Guide, February 2020.