Change has always been a value at Winning Ways, but how change is handled is as important as the substance of the ideas. The implementation of new ideas and the mobility of employees within the company have become a cause for concern. There was a lot of confusion about corporate choices and the purpose of certain initiatives. Although there was a commitment to finding new management approaches, employees felt as if many ideas had been put aside without ever being considered. Others were implemented, such as teams, but the actual structures were not sustained, creating confusion and tension as employees tried to work within a framework that didn't always make sense. While constant change was once seen as a vehicle for innovation and greater success, it has become increasingly difficult for employees to follow large shifts. While change can create progress, it can also reflect a lack of focus and/or indicate a lack of clear interest in a strategy or approach. For changes to be effective, they must be clear and be 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 hires often had higher levels of education than older workers who provided experience, were committed to the company and had a strong interest in learning. Since people often feel out of the loop, it would be wise for Winning Ways to introduce employee engagement programs. For example, participatory management allows for joint decision making in which subordinates share decision-making power with their supervisors (Robbins & Judge, 2012). As a result, employees would feel as if their voice could be heard and they would have better visibility