Basic 5 - Contribute to Workplace Innovation

13. Feed their brains.

Schedule educational activities

into your team's work week. My team

and I listen to the same branding

audio books or the latest marketing

lectures over a similar period of time.

Each person then interprets this

newly acquired information

differently, resulting in a whole

spectrum of ideas to share during

weekly marketing pow-wow (i.e.

brainstorming) meetings.

14. Offer positive reinforcement.

Sometimes the best way to
encourage a team member is to not
discourage them. If a team member
suggests an idea that obviously will not
work or is even irrelevant, don't put
them down, especially in front of others.
If they have a great idea in the future,
they may hesitate or refuse to share for
fear of being mocked. Foster an
environment where there are no bad
ideas.

15. Democratize idea creation.

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People who are shy about sharing
their ideas usually feel their ideas are

not great and they may look bad in
front of their colleagues. Assert that no

ideas are dumb and that you welcome
all ideas. Let your team submit ideas via
email or one on one. Discuss submitted

ideas anonymously in team meetings so
everyone can hear about them and let
people choose the idea that they like the

best.

SELF-CHECK 5.2-3

Idea Sharing from All Team Members

True or False

Direction: Read the following statements and tell whether the
statement is correct or not. Write TRUE if the statement correct and FALSE
if the statement is wrong.

1. If a team member suggests an idea that obviously will not work
or is even irrelevant, don't put them down.

2. People who are shy about sharing their ideas usually feel their
ideas are not great and they may look bad in front of their
colleagues.

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3. One of the best ways to engage your team is by asking what
they'd like to learn.

4. To help foster more creativity, consider permanent teams, desk
arrangements and assignments.

5. Sometimes people are stuck in creative ruts and need a little
motivation.

ANSWER KEY 5.2-3

Idea Sharing from All Team Members

1. True
2. True
3. True
4. False
5. False

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DETAILS OF LEARNING OUTCOME

Learning Outcome 3 Integrate ideas for change in the workplace
Contents:

● Introducing Change in the Workplace
● Get Employees Involved in Making Changes

Assessment Criteria
1. Use critical inquiry method to integrate different ideas for change of
key people.
2. Use summarizing, analyzing and generalizing skills to extract

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salient points in the pool of ideas.
3. Use reporting skills likewise to communicate results.
4. Identify current Issues and concerns on the systems, processes and

procedures, as well as the need for simple innovative practices.
Condition:
Trainees must be provided with the following.

Equipment
● Computer

Supplies And Materials
● Pen
● Paper
● Forms

Learning Materials:
● Competency based learning material

Assessment Method:
● Written test
● Interview

LEARNING EXPERIENCES

Learning Activities Special Instructions
1. Read Information Sheet
If you have some problems on Information
5.3-1 on Introducing Sheet 5.3-1, don’t hesitate to approach your
Change in the Workplace facilitator. If you feel you are knowledgeable
on the content of Information Sheet 5.3-1,
2. Answer Self-Check 5.3-1 you can now answer Self-Check 5.3-1.

Compare your answer with the answer key
5.3-1. If you got 100% correct answer in this

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3. Read Information Sheet self-check, you can now move to the next
5.3-2 on Get Employees information sheet. If not review the
Involved in Making information sheet and go over the self-check
Changes again.

4. Answer Self-Check 5.3-2 If you have some problems on Information
Sheet 5.3-2, don’t hesitate to approach your
facilitator. If you feel you are knowledgeable
on the content of Information Sheet 5.3-2,
you can now answer Self-Check 5.3-2.

Compare your answer with the answer key
5.3-2. If you got 100% correct answer in this
self-check, you can now move to the next
information sheet. If not review the
information sheet and go over the self-check
again.

INFORMATION SHEET 5.3–1

Introducing Change in the Workplace

Learning Objectives:
After reading this Information Sheet, you must be able to:
1. Illustrate how to fill up the different forms
2. Identify different workplace forms
3. Select the appropriate form for specific purpose

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Change in the workplace is
implemented to benefit the organization,
whether the planned goal is increasing the
bottom line or improving customer
relations. Even the best of employees can
balk at changing practices and procedures
they see as still working well in the
workplace.

Advertise Your Goal

Inform all your employees of your
planned goal. Make them aware that you
will be expecting, for example, a 5-percent
increase in sales or improved numbers in
regards to customer service. Be specific with
the figures and the methods by which you'll
measure the progress and success toward
your chosen goal.

Emphasize the Benefits

Create a sense of enthusiasm toward
the coming changes by pointing out the
benefits of achieving your new goal. You
may be able to afford bonuses if your
bottom line increases, or your corporate
headquarters may reward your unit if
expenses go down by a certain percentage.
Make your employees aware of how they
will benefit by hitting your goal.

Make Change Possible

Create and provide training for all
employees to help them achieve the
needed changes. Teach them new
procedures, hold classes on controllable
cost savings, or hold meetings to
demonstrate best practices in customer
relations. Give your people the tools
with which they can succeed.

Basic Competency Date Revised: Document No. BII-05
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Workplace Innovation Michael B. Balberona Jr
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Listen

Monitor the progress while the
change is occurring. Make it known
that you welcome feedback and listen to
any concerns your employees may
have. While some may object to certain
changes simply because they were used
to the old way of doing things, others
may have intelligent and legitimate
alternate solutions that you should
consider. Implement any employee-based ideas you can to make the
transition go more smoothly.

SELF-CHECK 5.3-1

Introducing Change in the Workplace

True or False
Direction: Read the following statements and tell whether the
statement is correct or not. Write TRUE if the statement correct and
FALSE if the statement is wrong.

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_____ 1. Always inform your employee on your planned goals.

_____ 2. Provide and create necessary trainings for your
employees.

_____ 3. Always feed your employees with monetary incentives.

_____ 4. Create a sense of enthusiasm toward the coming changes
by pointing out the benefits of achieving your new goal.

_____ 5. Do not implement any employee-based ideas you can to
make the transition go more smoothly.

ANSWER KEY 5.3-1

Introducing Change in the Workplace

1. True
2. True

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3. False
4. True
5. False

INFORMATION SHEET 5.3-2

Get Employees Involved in Making Changes

Learning Objectives:

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After reading this Information Sheet, you must be able to:
1. identify initiatives in making changes;
2. list the reasons behind making changes;
3. use tips and warnings in making changes.

Change initiatives can be

difficult for employees, especially if

they’ve grown comfortable with the

status quo. Shifts in marketing and

sales strategy, management

structure, workplace technologies or

other areas can alter a business

drastically. Fundamental changes in

operation might redefine employee

responsibilities, forcing them to

acquire new skills to remain productive.

Add to that the psychological stress of great change: Workers might

fear the initiative will compromise the financial integrity of the business or
jeopardize its competitive standing. For all these reasons, its vital to inspire
employees to work for change rather than against it.

How to Get Employees Involved in Making Changes?

1. Explain the reasons behind the push for change. The major reason
change initiatives fail is a disconnect between the views of management and
employees, according to the Harvard Business Review on Change. Lay out in
detail why the change is necessary, what benefits are expected, what risks
the change entails and any other relevant features of the plan.

2. Ask for employee input. Eliciting experienced viewpoints from
various levels within your organization helps you plan effectively. For
example, practical consequences that are immediately apparent to
employees on the ground might not occur to management.

3. Provide incentives to motivate employees to work for the change.
For example, offer profit-sharing plans that hinge on the success of the
initiative, or offer bonuses to the most proactive employees. Incentives
increase employee participation and boost morale.

4. Delegate responsibilities so employees feel empowered. Distributing
power gives everyone a stake in the success of a change initiative.
Otherwise, employees might feel plowed under and helpless, which could
lower worker morale and jeopardize the initiative.

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5. Provide extra support for employees who have difficult
transitioning. For example, a shift in organizational structure might remove
some from familiar roles, forcing them to take on responsibilities they can’t
yet handle. Help them adapt to their new roles by providing any extra
training they require and offering your guidance throughout the transition.

TIPS

● Change your staff: If people aren't performing or are bringing a
negative attitude to work everyday, then let them go. Workplace
culture begins with its people.

● Change your attitude: Make sure you're expressing gratitude
always and espousing company values that make each
employee feel special for being a part of this exclusive workplace
culture.

● Change the cash-flow: You may need to reallocate funds to
different departments.

● Change your advancement structure: Give employees an
opportunity to move up.

● Change your compensation: Make sure your plan is fair and
rewards the hardest workers.

● Change your communication: Hire someone new to oversee clear
communication.

● Change your decision making processes: Give employees a say
for better results.

WARNINGS

● Avoid management-only decision making that is imposed upon
employees.

● Do not play favorites or advance people without clear, merit-
based criteria.

● Be careful not to spring the changes on everyone suddenly,
without warning.

● Never threaten or coerce workers into submission.

● Forget about mass layoffs if you want to maintain any kind of
corporate culture.

SELF-CHECK 5.3-2

Get Employees Involved in Making Changes

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Enumeration
Direction: Enumerate the steps on How to Get Employees Involved in
Making Changes?
1.
2.
3.
4.
5.

ANSWER KEY 5.3-2

Get Employees Involved in Making Changes

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1. Explain the reasons behind the push for change True

2. Ask for employee input.

3. Provide incentives to motivate employees to work for the change.

4. Delegate responsibilities so employees feel empowered.

5. Provide extra support for employees who have difficult
transitioning.

ACKNOWLEDGEMENT

Basic Competency Date Revised: Document No. BII-05
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Revised by: Issued by: Page
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https://smallbusiness.chron.com/change-culture-workplace-720.html

https://smallbusiness.chron.com/introduce-change-workplace-
34861.html

https://www.forbes.com/sites/forbescommunicationscouncil/2018/05/
21/15-ways-to-encourage-creative-idea-sharing-from-all-team-
members/#273d007ace0a

https://www.innovationresource.com/seven-strategies-for-generating-
ideas/

https://www.braineet.com/blog/encouraging-workplace-
innovation/#strategy

Basic Competency Date Revised: Document No. BII-05
Module 5 – Contribute to July 22, 2020
Revised by: Issued by: Page
Workplace Innovation Michael B. Balberona Jr
Cheryl S. Agura 65 of

LGPC - QAS Revision # 1 65