Employee Engagement: Can Micro Transformations Drive Big Change?

In our recent Be The Change webinar, we explored how small, everyday actions—micro transformations—can drive meaningful change within organisations. We had the pleasure of hosting two insightful guests: Cathi Harrison, CEO of The Verve Group, and Natalie Bell, their Chief Engagement Officer. If you missed the session, why not grab a cuppa and watch the session now?

The session was packed with valuable insights, so we’ve gathered the key takeaways for you to easily put into action at work! Here’s a quick summary of our conversation, along with practical steps you can start implementing in your organisation today…

Micro Transformations Start with Culture

Cathi emphasised that micro transformations are most effective when rooted in a culture of continuous improvement and innovation. At The Verve Group, they use a kudos system that recognises and rewards everyday acts of improvement, making innovation a core part of the team’s daily work.

Encouraging Peer-to-Peer Recognition

A key component of their approach is peer-to-peer recognition, which not only acknowledges small contributions but also fosters a sense of community and shared goals. By incorporating a kudos leaderboard and monthly shout-outs, they maintain engagement and highlight the value of micro transformations.

Honesty and Transparency Are Essential

Both Cathi and Natalie shared that honesty and open communication are crucial for driving change. By openly sharing successes and setbacks, leadership at The Verve Group builds trust, which is vital for employees to feel safe in suggesting changes and challenging the status quo.

Adapt Your Language and Approach to Fit Your Team

The Verve Group prioritises using language and frameworks that resonate with their young team. For example, they don’t call their check-ins “one-to-ones,” but rather “Talent Talks.” Tailoring your language and approach helps foster a more inclusive and comfortable environment.

Take Ownership of Your Wellbeing

Natalie discussed the importance of setting boundaries and encouraging employees to take personal responsibility for their wellbeing. While providing support and resources, they also emphasise that each team member needs to take ownership of their own health and professional growth.

Encourage Small Improvements that Prevent Bigger Issues

Inspired by frameworks like “Get Rid of Stupid Stuff” (GROSS) and the concept of “Broken Windows,” Cathi shared how they encourage employees to regularly question outdated practices and propose improvements. This approach not only fosters innovation but also prevents small problems from escalating into larger ones.

Practical Actions You Can Implement

1. Create a System for Peer Recognition

Establish a kudos or recognition system to encourage employees to celebrate each other’s contributions. Make this a visible part of your company culture through leaderboards, monthly shout-outs, or even small rewards.

2. Facilitate a Culture of Continuous Improvement

Regularly encourage your team to suggest improvements, no matter how small. You could even implement a weekly or monthly team meeting dedicated to discussing quick wins or potential changes. Provide processes for people to provide their thoughts anonymously to encourage psychological safety.

3. Be Transparent About Change and its Impact

Keep your team informed about why changes are happening and the impact they’re expected to have. Embrace honesty, even if the change is experimental, and encourage team members to share their feedback.

4. Adjust Communication Styles to Suit Your Team

Consider your team’s demographics and adapt your communication methods to resonate with them. This could mean rebranding certain terms or creating more casual and approachable engagement tactics.

5. Integrate Wellbeing into Daily Operations

Offer resources that support employee wellbeing, but also empower individuals to take responsibility for their own health. Create a culture where employees feel comfortable taking breaks, seeking support, and pursuing personal growth.

6. Implement Regular “Stupid Stuff” Checks

Host regular meetings or set aside time for employees to voice concerns about outdated processes or “stupid stuff” that may be hindering productivity. Encourage a mindset of continuous improvement to keep the organisation agile and responsive to change.

By incorporating these strategies, organisations can build a culture that empowers teams to drive change from within, one small step at a time. Micro transformations might seem minor on their own, but when embraced as part of a larger strategy, they can lead to substantial and lasting improvements.

If you’re looking for a platform that can help facilitate all of the above, consider exploring Trickle. Our tools are designed to help organisations improve employee engagement, support wellbeing, and drive continuous improvement from the ground up. Find out more about how Trickle can make a difference in your workplace today and book a demo.