The future success of organizations depends on how well companies combine their own performance with appropriate structures, an enabling culture and a spirit of innovation. vwithout neglecting people. In addition, new technologies should be given room. Our change management consultants support companies in implementing sustainable change management by taking a holistic view of strategy, processes and culture. In the center stands for change management consultants focus on the empowerment and involvement of your workforce as an indispensable success factor. In times when more and more employees are looking for flexibility, potential development and a sense of purpose in their work, they are the ones who are responsible for they are the ones who the successful future of your company.
An already online operating company in Berlin with approx. 300 employees would like to dissolve a large part of the previously used office space due to the current situation. Besides the German colleagues colleagues, there are offices in various other countries, such as England, Russia or Australia.
The aim is to transport both a communication strategy for the closure of further office floors and a prelude to the path towards a remote-first organization in a company-wide online meeting. In addition, mobile working is to be promoted, a new office use concept is to be created and cultural aspects are to be taken into account across national borders.
Before we start communicating, we develop a picture of the company within the change management consultancy. This works via 45-60 minute stakeholder discussions on alignment, goals and objectives. We then work with a team of volunteer change ambassadors to create a change management plan. Since the goal is also to improve the ability to work in a remote setting is the goal, our change management consultant combines further system and process analysis with the development of an initial value construct. Data is collected through surveys, dialogues and tools, e.g. in the context of a workload analysis. With the help of kick-off courses in relevant areas and training to finalize the change management plan, we can lay the foundation for phase 2, the implementation phase. We design these as concrete implementation workshops for managers and employees as well as demand-oriented courses on the topics of effectiveness in the team, change and WE as a team or shaping cooperation and the future. At the same time, new dialogue formats for exchange, knowledge transfer and networking across national borders are being created from within the workforce.
Through regular reflection on the plan as well as the implementation steps and the commitment of the change ambassadors, the dissolution of the office becomes a side issue. There is no exuberant fluctuation. Surveys among the employees also show an increased sense of "WE", a genuine desire to participate and a value construct that provides a framework for remote work. At the same time, country-specific additions to the values emerge, which in turn promotes cross-border communication, as we use this to create a World Café format. Once a quarter, this focuses on a country with different topics, so that employees can get an idea of how these values are implemented in other countries. By means of individual coaching, we can provide additional support to managers and individual employees in their own change process. Our surveys after 6 months show an increased sense of purpose at work (6% points), less psychological stress (e.g. due to fewer sick days compared to previous years) and an 8% point increase in emotional commitment to the company.