When Productivity Stalls, Organizational Change Management Is the Answer
Organizational change management is essential for improving workplace productivity and culture. Yet, far too often, efforts stall due to poor follow-through and unclear accountability. In this case study, we examine how one company failed to act on employee feedback and how an external facilitator helped turn things around.
Learn more about why follow-through after employee surveys is critical to success—a critical step in effective organizational change management.
Organizational Change Warning Signs: Why Change Management Fails
A mid-sized company conducted a survey to assess employee satisfaction, productivity, and workplace culture. The results revealed deep-seated issues:
- Leadership was viewed as demanding, intimidating, and unrealistic.
- Employees described a culture of fear over trust.
- Project expectations were set high, yet support systems were inadequate.
Despite recognizing the issues, the leadership team chose to manage change internally. Although they sent out positive communications and reassured staff that improvements were coming, no meaningful actions were taken. Consequently, morale continued to erode.
According to Forbes, “employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work.”
Employee Reaction: “We Were Promised a Road Trip, But No One Got in the Car.”
Six months after the survey, employees reported that nothing had changed. In fact, many said the situation had worsened. Several employees left the company—some for lower-paying roles—just to escape the negativity.
One employee summed it up: “They had a great plan. They just left it in the parking lot.”
This breakdown isn’t uncommon. Many organizations gather valuable feedback but fail to act on it. As a result, trust deteriorates and productivity suffers. We explored this pattern in more detail in our article on why follow-through after employee surveys is critical to success.
Organizational Change Management Solution: The Role of an External Leader
Recognizing the failure to implement internal change, the company brought in a trained, external change facilitator. This decision proved to be a turning point.
Unlike internal leadership, the external consultant had:
- No internal political stakes
- Full authority to take action
- A singular mission: execute the change plan
Prosci’s change management research supports this approach—successful change initiatives often require a dedicated, unbiased leader.
The Facilitator’s Focus:
- Established daily communication and regular check-ins
- Created clear deliverables and visible accountability structures
- Engaged employees at the department level to co-design changes
- Used positive psychology strategies to support mindset shifts
Most importantly, employees were no longer sidelined. Instead, they were encouraged to contribute ideas and offer feedback on improvements. Because they were part of the process, their buy-in increased significantly.
From Parked to Productive: Results After the Change Was Driven
Once the external facilitator took the wheel, change began to take root. Over the following quarter:
- Productivity improved as teams adopted more efficient, collaborative workflows
- Turnover declined, and new hires reported a more supportive environment
- Leadership shifted from fear-based management to empowering team leads
Because the change was led with structure and intention, employees felt their voices mattered—and the culture began to shift accordingly.
Key Takeaways: Organizational Change Management in Action
- A change plan without follow-through is just a map without a driver.
- External leadership provides the focus, neutrality, and authority needed for progress.
- Employee involvement leads to higher engagement, innovation, and commitment.
- Without accountability, even the best intentions fall flat.
At Productivity Advocates, we help companies avoid these pitfalls by offering expert survey implementation and productivity diagnostics. We don’t just collect data—we help turn insights into action, fast.
Call to Action
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📊 Contact us to learn how our survey tools and productivity diagnostic services can help your organization create a thriving, accountable workplace culture.
References
Beheshti, N. (2019, January 16). 10 timely statistics about the connection between employee engagement and wellness. Forbes. https://www.forbes.com/sites/nazbeheshti/2019/01/16/10-timely-statistics-about-the-connection-between-employee-engagement-and-wellness/
Image Credits
Inspired Pencil. (2023). Stalled car on roadside [Photograph]. AR Inspired Pencil. https://ar.inspiredpencil.com/pictures-2023/stalled-car
