ignite a movement
to engage your employees
in meaningful ways
A Movement Inside creates lasting behavioral and cultural change while increasing productivity and profitability.
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Movement Making Guide
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Create lasting change in your organization with a Movement Inside
Changing company culture is hard, changing employee behaviors is hard. We've helped many companies respond to change sometimes on a massive scale like we did with Walmart's 2.2 million associates, we do it via something we call a movement. Movements make the greatest impact. And we've done movements successfully inside organizations from large retailers to banks, to airlines, to health systems, movements are organized processes where people take a stand against something they don't want. And for a reality that they want to bring to life, for instance, the Me too movement stands against normalizing sexual harassment and for speaking up against offenders and reducing and harassment altogether. Similarly, the organizational movements we create also have a for and against for North Wales's race health movement. They're against unhealthy status, quo, low expectations and complacency. They're for speaking up and out bold actions and optimism. A movement builds momentum. It can make employees feel a positive energy that's engaging and meaningful. Employees know that company culture is dynamic, that it changes all the time and they know it has direction, either it has momentum, meaning that it's moving positively moving forward or it doesn't when employees feel positive cultural momentum. It not only drives the culture, it helps sym attrition, it helps create employee engagement, it builds productivity and I could help make work more meaningful to your people. If you are a leader and you feel like the ground beneath you is shaking, you're not alone. This is an opportunity to evolve. Bring your employees along to co create a movement with you so you can move fluidly and with purpose. At the pace of culture, we built movements for 25 years. They deliver powerful results. For Walmart, we drove a 34% increase in associate participation and a whopping 4.5 million minutes of video watched by them. For suntrust, we drove 100 and 90% increase in employee satisfaction. And for North, well, one of the largest health systems in the country, employee engagement has reached the 91st percentile up from 38. So let's spark a movement with your people together to learn more. Visit strawberry frog dot com back slash movement and download our free movement making guide.
What all leaders need to know about creating change
When it comes to building movements for change. Here are some key insights that we've learned along the way. One A movement beats a mandate for years. Company leaders simply told employees they needed to change and expected them to comply. Two people do not like to be told what to do. Trying to shift your company's strategy by mandate simply doesn't work anymore. Three A movement is a group of people that come together around a big idea to drive change. They get involved in changing things because they want to not because they have to, they want to be part of the strategy and part of the execution. And four bring your employees along to co-author the movement with you together. This brings meaning ownership, belonging, joy and agency to your people. The age of participation is here. What's your movement? I ask because with the movement, you can drive real change. Your people want to participate in.
Social Movements: The key to real participatory change
Do you think real change happens like they describe in the management books? No real change is a social phenomenon. The social sciences teach us how to create real participatory change at the rhythm of culture. This happens through the phenomena of social movements, social movements and therefore, organizational movements follow a simple logic. This inspires our strategic approach, which we call movement thinking movements are organized processes where people take a stand against something they don't want. And for a reality that they want to bring to life, for instance, the Me too movement stands against normalizing sexual harassment and force speaking up against offenders and reducing harassment altogether. Similarly, the organizational movements we create also have a for and against for North Wales's race health movement. They're against unhealthy status quo, low expectations and complacency. They're for speaking up and out bold actions and optimism. We help companies decide what they're against and for and we give these ideas life through powerful activation.
Cultural Momentum: Unlock growth and employee satisfaction
I'd like to talk about what I consider to be one of the most important ideas impacting company culture and employee engagement it's an intangible notion and that idea is momentum so why is momentum important employees know that company culture is dynamic that it changes all the time and they know it has Direction either it has momentum meaning that it's moving positively moving forward or it doesn't you've probably had this kind of experience yourself working in a company where it felt like the best days of the organization and its culture were maybe behind it that the culture was stagnant or even moving backwards that's a lack of momentum it leaves people feeling blase as employees and maybe even that they're willing to take another job is something better comes along when employees feel positive cultural momentum it not only drives the culture it helps symmetrician it helps create Employee Engagement it builds productivity and it can help make work more meaningful to your people so the million dollar question becomes how to create cultural momentum in your company it's not we found something top management can simply mandate it's something employees have to intuitively feel we at strawberry frog believe that the most effective way to build employee momentum in your organization is by sparking what we call a movement a movement builds momentum it can make employees feel a positive energy that's engaging and meaningful so I think the easiest way to understand the power of movement is an example SunTrust Bank let's take that one and the on-app movement SunTrust was having like a lot of companies Employee Engagement challenges they had a purpose called lighting the way to financial well-being but employees weren't really engaging with it we turned that purpose into a movement called on up which stands for onwards and upwards it's a movement against Financial stress that so many of us feel and for financial confidence for all Americans what we found was that participating in the movement helped employees understand the bank's bigger role in the world but I think more importantly it brought Clarity and meaning to the question why do I get up and go to work every day we built momentum with onup over five years and ultimately over six million people joined the movement Employee Engagement surged work became more meaningful and productivity increased so to sum up an Engaged company culture requires positive momentum and a movement is the way you get it