If employees feel they have made meaningful contributions, they will be much more likely to support the changes. Second, you have opened up a terrific avenue of encouraging entrepreneurial thinking and uncovering new and better ways of doing things. There is power in directed, creative group thinking. In other words, link performance evaluations to individual and group goals. Executives and managers set corporate goals and objectives based on the mission of the company.
Managers plan the strategies based on the corporate goals and objectives.
Employees set their individual performance goals based on clear company strategies. A plan created according to this model assures that all employees, regardless of their level of responsibility, understand what is expected of them. Moreover, each employee understands how his or her individual accomplishments fit into the big picture. As employees achieve measurable results, reward them accordingly. For example, treat those responsible for customer service to dinner and a show if certain call response time targets are exceeded.