How to Drive, Manage and Measure Employee Engagement During Change


There’s never been a better – or more challenging – time to be a HR or engagement professional.  In today’s frenetic business world, there are only two states of being: change and slightly less change. And you’re in a unique position to help your organization manage both.
Why? Because amid change, it’s more important than ever that your workforce is engaged and enabled. If you can motivate your people and equip them to perform, your organization will be nimble, adaptable, and ready for change before it even happens. But change brings unique challenges, and engagement can be more difficult to maintain as leaders struggle to build alignment with new directions and to help employees work in new ways.
Capital One was founded with a focus on embedding a capacity to change into the organization.  At present, that means pushing the boundaries on what it means to be a bank and, in the process, changing the way its people work.  Information has always been at the heart of everything Capital One has done, and managing associates is no exception. Gathering and using associate feedback has been critical to sustaining the high levels of engagement and enablement that have supported performance and earned Capital One a reputation as a leading employer.
You will learn:

  • How you can expect your people to react to change, and how to adjust your employee feedback toolkit and wider engagement plan in response
  • The key focus areas for leaders and managers to successfully sustain employee performance during organizational transitions
  • Practical actions you can take today to start managing or preparing for change in your organization


Brent Louie

Senior Business Manager, HR Analytics, Capital One

Mark Royal

Senior Principal, Korn Ferry Hay Group