Policy not landing? Resistance isn’t where you think.
Senior management sees resistance on the front line. But the biggest gap often lies between middle management and senior management. This white paper shows why team leaders side with their team, and how to bridge the gap between the levels.
- Deepler’s collective intelligence model
- Four reasons why the middle sides with the front line
- What really helps the middle, ranked by evidence
- A worksheet for a session with senior and middle management
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You get right away:
The model that makes the gap between levels visible, six measures ranked by evidence, the four-step approach and a baseline measurement for your middle management.
An ordinary week in an organisation going through change.
The pattern is familiar. The conclusion at the end is often wrong.
Monday
Senior management chooses a new direction. The plan is clear, the slides are ready.
Tuesday
The team leader explains it to her team. But she has her own doubts: why, actually?
Wednesday
On the front line, people grumble. The team leader nods along. She gets it.
Friday
The management team talks of resistance. The conclusion: the employees don’t want it.
What is in the white paper
Where the gap really lies
Employees, middle managers and senior management on the collective intelligence model.
Why the middle sides with the front line
Four explanations that reinforce each other.
What is at stake
Dutch figures on workload and work-life balance in the middle and at the top.
What really helps the middle
From leadership development to 360-degree feedback, with the strength of the evidence.
Ask, see, act, measure
Four steps to narrow the gap.
Worksheet and baseline
An hour with senior and middle management, and ten statements to get started.
White paper: Resistance isn’t where you think
- Deepler’s collective intelligence model
- Six measures, ranked by evidence
- Six statements from the management team, with answers
- A worksheet for senior and middle management
- 14 pages, with sources
A look inside the white paper
This is what it looks like
From the white paper
Senior management thinks the direction is clear.
Middle management sees it differently, and the front line follows the middle. Measuring per level shows you where the gap really lies. The white paper shows how to narrow that gap.
Download the white paperExample: "I understand why we are choosing this direction" (% agree)
Example with fictitious figures, as you would see it in a measurement per level
Real figures rather than estimates?
With Deepler, you put the same questions anonymously to employees, middle management and senior management. Then you see between which levels the gap is largest, and on which topic. So you discuss facts instead of impressions.
- The gap per level made visible
- Shared strategy, communication and role clarity
- Measure again after six to twelve months
Trusted by small and large
Experiences of customers who make a difference with us.
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Larren
Recruitment Lead,
De Selectie
“Recently, I used Deepler to arrive at an EVP. Great what they were able to achieve in a short time! In a period of two weeks, we collected information and were able to continue with our AMC plan. In any other situation, it takes weeks, if not months, to get this done. Contact is good, friendly and constructive. Very nice club to work with.”
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Douwe
Recruiter,
Securitas
“Ideal tool and company to gain more and better insight into the organization and employees as an organization! And especially with speed! For us, it was also the need to get tools for the topics of retention, to prevent future absenteeism or turnover. I also have experience with other parties and I sincerely value the speed of switching, follow-up and personal contact with Deepler. Absolutely recommended.”
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Jolanda
HR Business Partner,
Nedcargo
“Deepler is a great tool for continuously collecting feedback from our employees. This input is then centrally available for us as management, but also for managers who benefit from it.”
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Jonathan
Manager,
UWV
“What makes Deepler special is that it doesn’t get stuck in numbers. It helps you immediately understand where it is and what teams need. For us, this ensured that employees themselves came up with areas for improvement and took responsibility for them. The insights were sharp and useful, but most importantly: the conversation that started afterwards made the difference. Thanks to Deepler, we didn’t get a paper plan, but change that was supported by the people themselves.”
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Amadeus
COO,
OSRE
“The software has a positive impact on us as a rapidly growing organization. By better understanding what is going on in the workplace and what people offer as solutions for improvements, we can make more effective decisions. The platform helps us to gain real-time insight and to respond directly to it via the tool.”
Strengthen the middle, strengthen the whole organisation.
Download the white paper and discover where the gap lies in your organisation, and how to bridge it.
- See why team leaders stand closer to their team
- Discuss the direction with senior and middle management together
- Choose measures that are proven to work
- Use 360-degree feedback for development, not for appraisal
- Start with a five-minute baseline measurement
Download the free white paper
Straight to your inbox. No spam. No obligations.