Pulling the trigger on large org-wide change can be a nervous time for all senior leaders. It can be difficult to anticipate the ripple effect on your people, especially if you've never navigated situations like:
- mergers and acquisitions
- org restructures
- changes to flexible working policies
You know things will happen but don't know where or what will trigger them.
At Ploomo, we've built a solution to give leaders clarity and confidence in how their people respond as they reshape their organisation.
Stay in sync with your team: Granular, real-time sentiment with Ploomo.
After seeing teams scrambling to respond to people issues triggered by org-wide changes, we looked at how we could help managers better navigate these periods of uncertainty. Our daily live sentiment collection is the backbone of our platform, providing managers with real-time feedback on how their team members feel. Seamlessly integrating with Slack or Teams, our approach allows us to collect perspectives from every team member with over 90% response rates. The data collected calculates live sentiment across roles, relationships and cultures for each team member and can be aggregated across teams, departments and working groups.
Get one step ahead: How Ploomo Makes a Difference.
Using this data, managers can quickly identify points of friction and take action before they escalate. Rather than sitting in the dark or drowning in a sea of 1-1 sync-ups, managers are proactively alerted by the platform about which team members are becoming misaligned and shown the likely source of misalignment (across role, relationship and culture).
Imagine a General Manager who has decided to restructure his sales team of 20 after several quarters of disappointing results. The manager intends to remove bad apples causing tension in the team and change the remuneration structure to incentivise more collaboration. Typically, the manager would be forced to rely on a combination of ad hoc conversations with team members and sales KPIs over a 6-9 month period to gauge how the team is responding to the change. This presents several challenges:
- Metrics used in KPIs can take a long time to change and are driven by many different factors, so it becomes difficult to determine whether or not there is a problem and be able to respond to it quickly.
- Getting feedback from every team member is time-consuming, meaning some team members fall through the cracks or other high-value initiatives on the manager's plate receive less attention.
- Team members may be uncomfortable expressing their concerns openly, so even if they have been engaged by the manager, points of friction aren't uncovered until it is too late.
With Ploomo, the General Manager is supported to respond to challenges, allowing them to:
- Address issues before they grow - real-time sentiment allows the manager to respond to points of friction before they grow into something bigger.
- Focus on what matters - with the Ploomo platform handling data collection and analysis, the manager gets caught in fewer unnecessary conversations, opening up more time for high-impact work.
- Act with confidence - with data being aggregated by an independent third party, team members feel more comfortable answering honestly, meaning fewer surprises for the manager. ****
This is just one of many organisational changes the Ploomo can help senior leaders navigate. Stay tuned for upcoming posts where we'll explore more ways leaders can leverage the platform to help them make decisions.
