Transfer Efforts: From Data to Implementation

Surveys and workshops are important tools for collecting data, gaining insights, and agreeing on actions - whether at the organizational, team, or individual level. But what happens afterward - when the initial hype is over and the actual work starts? How can results be effectively implemented in practice? And how does one achieve actual impact?

Our zweikern blog post addresses this important issue of transfer work, highlighting the challenges and potential negative consequences. Moreover, it provides recommendations for the sustainable implementation of workshop outputs and survey findings.

What are the Core Challenges for Transferring Workshop and Survey Findings?

One of the biggest challenges in transferring workshop and survey findings is the long-term implementation. Often, the results of workshops or surveys are discussed and analyzed, but then they end up in a drawer and are no longer paid attention to. The routine operations shift the focus, and real development work remains a calendar entry.

Even when measures are derived, there is often the risk of falling into a semblance of activity. It's more about ticking off tasks and meeting HR requirements. Effectiveness becomes secondary. This is often not a question of willingness, but rather a question of ability: Either there is a lack of competence, support, or other important resources.

Another challenge is communicating the results to all relevant stakeholders. Often, important information only remains within small groups or with individual people. To achieve broad implementation, it is important to communicate the results in various formats and channels and to involve the right recipients and stakeholders.

What Happens if there is no Transfer?

Without real transfer efforts and with that without effective change effects, the result is frustration and resignation among participants. Over time, employees see no added value in their engagement in surveys and workshops.

As a result, one often observes refusing participation in employee surveys or missing contributions and responsibility in workshops, up to active resistance to change measures. The consequence is a standstill in development and stagnation or even regression in the organisation.

Why? Because every subsequent change process falls on scorched earth. The results and any measures fizzle out instead of actually making an impact. Thus, lacking transfer achievements not only have short-term negative effects on leadership and collaboration but can even harm the organizational innovation and performance in the medium and long term.

How can Long-term Implementation be Ensured?

To ensure long-term implementation, it is important to have a clear plan for transferring the results. This involves setting realistic goals and measures that can be implemented within a reasonable timeframe.

So far so good...But for a genuine transfer into daily work and organizational life, more is needed than just a to-do list - although that is of course an important step for implementation, if you know what you want to do.

Here are five cornerstones for successful transfer effort:

Get Everyone on Board

Information should be shared with all participants before a workshop to enable adequate preparation. It's important to clarify the added value, especially of individual participation, from the start. Equally essential is the identification and inclusion of relevant stakeholders for successful implementation. It must be determined whether mere information dissemination is sufficient or if stakeholders need to be actively involved in decision-making processes.

Creating Accountability

A key factor for effective implementation is creating a sense of accountability. The first step involves finding responsible individuals—referred to as owners—for various tasks. Without this clear assignment, the process stalls as no one feels accountable, leading to a diffusion of responsibility. Hence, clear responsibilities are essential. It's also important that owners are not just appointed, but feel motivated by the communicated value of their involvement in the implementation. Fair distribution of responsibility is crucial to foster a collective sense of accountability. Even though an owner may be the driving force behind a goal or a task, teamwork remains essential.

Schedule Follow-ups

Another factor for successful transfer from workshops and surveys is planning follow-ups. These should be coordinated and firmly scheduled from the beginning. They don't have to be hours-long follow-up workshops, but rather regular, brief check-ins. These serve to review the current status and identify any need for additional resources. This can take place in short stand-ups or huddles, where support from other team members and possible solutions can also be discussed.

Adjust Goals and Measures

Integrating change work into everyday life requires a willingness to flexibly adjust goals and strategies to new circumstances. It's impossible to plan for all eventualities in advance. The follow-ups described above allow for the early detection of the need for adjustments. Decisions on required adjustments should be made collectively. The owner of the goal or action should lead the discussion.

Measure Progress

Change is not a one-hit wonder. It is crucial to regularly check the effectiveness of one's actions. Hence, it is important to make progress measurable. This does not necessarily require extensive surveys. Short, targeted partial surveys on current work topics are sufficient. The intervals should not be too short or too long, but chosen so that effects can be noticeable or not yet dissipated.

Showing Appreciation

Above all is a climate of heartfelt appreciation. Each of the steps described above is crucial for genuine empowerment, participation, and transparency. The team's commitment and that of individual team members to change is not to be taken for granted, as it often has to happen alongside operational tasks. Recognizing performance keeps motivation high even during intense and challenging phases. This should take place directly within the team between employees and the leader, but should also be communicated regularly during the process by the top management.

Conclusion

In conclusion, it's important to emphasize that transferring workshop and survey findings is no easy task. Staying engaged involves participation, responsibility, follow-ups, adaptability, progress measurement, and appreciation. While these points can be counted on one hand, implementing them consistently requires time, resources, and most importantly, the willingness of all involved to actively participate in the implementation. It is equally important to be able to deal with dry spells or moments of frustration by keeping the common goal in mind and supporting each other. However, if this process is well thought out and consistently pursued, workshop and survey results can become a valuable tool for successful development work.