Running head:ENGAGING EMPLOYEES IN THE CHANGE PROCESS2IntroductionIt is customary for organizations to evaluate their employees’ level of engagement.Thereis a relation with employees’ level of engagement with the organization and the level ofproductivity that transcends to profit and employee turnover.Organizational leaders havecreated different ways to engage employees in the change process. Some organization havegained the knowledge that educating employees support the effort that align with the changeprocess.Others leaders have developed benchmarks that offer data to display when toimplement that changes to benefit the organizational needs. Another form of change managementinvolves all stakeholders to help facilitate the transition the organization needs. Even thoughchange is inevitable for organizations, it begins with leadership.In order for success to manifestthe leader has to be aware and willing to embrace the necessary steps to engage and motivate thestaff so that the staff members are presented with the next steps to begin to embody what changewill look like for them.Determining Necessity of ChangeAny type or form of change is more likely to fail if the organization has not prepared forit.Therefore, understanding readiness for change is key to measure the level of readinessstrategies recommended for organizations (Weiner, 2009).Locating adequate measuring toolsbenefit identify the specific areas impacted by the change that must occur.There is a realnessabout the accuracy of selecting that tool.According to Khan, et al. (2014) there are severaldeveloped but the selection is as important to find the right fit for the need. Khan, et al. (2014)continued to share that a multi-component approach grants advantages for supporting the needsof the organization.A tool that measures the need for the type of business in operation, which
