In 2020, Samia and Naar conducted a study exploring the relationship between an organization’s change and employee engagement.  They proposed that a strong relationship exists between success of the transformation and employee’s engagement with the effort.  Through the use of a case study with Phillip Morris, they interviewed, surveyed , and asked for questionnaire responses to understand how better to engage employees and ultimately the success of new, unique projects.

• “Sometimes I feel like only a few elite-employees are invited to work on the new category.” Employee (PMZ03)
• “Being part of a pass it on session gave me the chance to see what others are doing in this times of transformation. Now I see the bigger picture and understand that even my role is part of it.” Employee (PMZ04)
• “Before the pass it on session I was sure that my level of knowledge about our new category is not questionable.  But once I was in the position to pass on my knowledge I became aware of the fact that I still have so many open questions, that I am not sure about the quality of my communication.” Employee (PMZ08)

The answers show how employees can be in three different categories of change–outside, observer, and change agent.  The responses show the benefit of an engagement program and demonstrates how addressing employee engagement from the beginning can help ensure success of the effort–for both the employee as well as the organization.   Reference:  Šamija, K., & Najjar, D. (2020). Rethinking Digital Transformation Strategy: Why Should Leaders Rather Focus on Employee Engagement? Conference Proceedings International Scientific & Professional Conference Contemporary Issues in Economy & Technology, CIET, 152–163.