Change has always been a value at Winning Ways, but how change is managed is as important as the substance of the ideas. The implementation of new ideas as well as the mobility of employees within the company have become subjects of concern. There was great confusion about company decisions and the purpose of certain initiatives. Despite the desire to seek new management approaches, employees felt that many ideas were being pushed aside without ever being considered. Others were put in place, such as teams, but the structures themselves were not maintained, creating confusion and tension as employees attempted to work within a framework that did not always have sense. Although constant change was once seen as a driver of innovation and increased success, it has become increasingly difficult for employees to keep up with significant changes. While change can create progress, it can also reflect a lack of focus and/or signify a lack of clear interest in a strategy or approach. For changes to be effective, they must be clear and implemented in a way that allows them to be evaluated. Additionally, as the company continued to hire from outside, current employees found themselves isolated, with no opportunity for upward mobility. New recruits often had higher levels of education than older workers who brought experience, were committed to the company, and showed a keen interest in learning. Because people often feel excluded, it would be wise for Winning Ways to implement employee engagement programs. For example, participative management allows for joint decision-making in which subordinates share decision-making authority with their supervisors (Robbins & Judge, 2012). As a result, employees would feel like their voice can be heard and would have better