An alternative approach to implementing change in the workplace.

If you’re tired of big transformation projects amidst already overloaded operations, with limited results, then our micro-action implementation approach might be something for you.

How it works?

Step 1: Framing

As our organizations shift towards decentralized leadership and agile teams, everyone must adapt and enhance their workplace behaviors accordingly.

Step 2: Proposal

With our micro-action approach, co-created and tested with companies in our network, we introduce a minimally invasive intervention over a period of maximum six weeks that guides managers and employees on embracing new rituals, tools, values, and/or systems in the workplace.

Step 3: Results

We have discovered that this pragmatic, on-the-job approach to change is easily embraced by the workforce, resulting in a return on investment that is simply astonishing.

What are micro-actions?

  1. 1. Implement simple, low-cost, and non-intrusive interventions
  2. 2. Ensure minimal disruption with efforts that offer high and measurable impact
  3. 3. Operate within short, six-week sprints to maintain focus and efficiency
  4. 4. Not eating additional mental or attentional space (“on the job”)
  5. 5. Tailor interventions to specific contexts, avoiding a one-size-fits-all approach.
  6. 6. Suitable for application in both small team settings and across large populations.

Case: Implementing employee ownership
at Materné Verzekert

Step 1: Define a central theme 

Boosting a sense of ownership in the workplace to minimize victimhood behavior.

Step 2: Define influenceable behavioral characteristics
  1. I prioritize personal contact over email or messaging
  2. I avoid procrastination at all times
  3. A decision is a commitment
  4. I always come well prepared
Step 3: Sprint & retrospect
  1. Each employee defined two small actions per week linked to the company’s ownership characteristics.
  2. Each employee participated in weekly cross-functional team retrospectives.

After three weeks, the overall results were remarkable:

Direct results
  1. 1. 90% of participants reported experiencing less procrastination, both personally and with their colleagues.
  2. 2. More than half noted a significant increase in ownership, both in themselves and their colleagues.
  3. 3. Over half observed that the team provided more open feedback.
Ripple-effects and new insights
  1. 1. Employees found the space to express their need for more positive reinforcement from their managers.
  2. 2. The group felt more recognized for their efforts.
  3. 3. They felt safer to take initiative.
  4. 4. Micro-actions had positive effects not only in the workplace but also in their private lives.

An eye-opener on personal and collective growth, showcasing how even the most change-resistant employees can play a pivotal role in strenghting our organization.

Oliver Swolfs, ceo Materné Verzekert

Want to know more about this science-based approach to change?

Let’s talk.