workplace change experts
transition your
way of working
WORKPLACE CHANGE MANAGEMENT
Our change approach addresses the physical, virtual and behavioural changes that underpin a new way of working and influence workplace culture.
We take a highly interactive approach to ensure all employees are engaged throughout the journey to support early adoption and acceptance of the change, developing ownership of the new working environment.
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HOW WE APPROACH WORKPLACE CHANGE
SENSE OF COMMITMENT
Employee engagement and authentic, transparent communication is key. We develop a sense of commitment by clearly outlining the change approach, the end-state and delivering on it – without the jargon.
ENGAGE WITH PURPOSE
We create opportunities throughout the change journey for employees to be involved in workplace decisions that impact them. Afterall, the success of the new working environment is dependent on your employees.
FOCUS ON DECISIONS
Communications and engagement efforts are centered around decisions, concerns and milestones that directly relate to achieving the best outcome for your workplace and people. This demonstrates that we listened and care for your people.
CHALLENGE THINKING
Why go with the status quo? We actively challenge you and your people to work through scenarios to develop solutions that best support and align with your workplace vision and aspirations.
HOW WE APPROACH WORKPLACE CHANGE
SENSE OF COMMITMENT
Employee engagement and authentic, transparent communication is key. We develop a sense of commitment by clearly outlining the change approach, the end-state and delivering on it – without the jargon.
ENGAGE WITH PURPOSE
We create opportunities throughout the change journey for employees to be involved in workplace decisions that impact them. Afterall, the success of the new working environment is dependent on your employees.
FOCUS ON DECISIONS
Communications and engagement efforts are centered around decisions, concerns and milestones that directly relate to achieving the best outcome for your workplace and people. This demonstrates that we listened and care for your people.
CHALLENGE THINKING
Why go with the status quo? We actively challenge you and your people to work through scenarios to develop solutions that best support and align with your workplace vision and aspirations.
Our workplace change process
Successful workplace strategies take a holistic approach and do not consider the four elements in isolation. We recognise that every organisation is different. Modern workplace concepts are not one size fits all. Effective workplace strategies align with organisational values and cultural aspirations.
DISCOVER
We will partner with your organisation to identify stakeholders and their key requirements as well as any site specific or unique factors to consider. Our approach includes interviews, surveys, policy reviews, utilisation analysis, space and design analysis, headcount and growth analysis, technology auditing, current occupancy model reviews and behaviour analysis to name a few. This information is used to develop a change impact assessment and stakeholder analysis and directly informs the change plan.
INFLUENCE
Champions, representatives and leaders play a vital role in expanding the ownership and driving the change through the organisation. Our change approach maps out the touchpoints for each stakeholder group so it is clear when and what we plan to cover with them. We engage stakeholders through tried and tested formats to educate, gather feedback and identify and address challenges. We know that different people engage with change differently, so we need multiple channels of communication and different approaches to ensure the message is received.
TRANSITION
The relocation to the new workplace is both exciting and intense. Good planning and coordination are imperative to ensure the logistics of the move are clear and understood. On day one, we focus on making sure everyone can operate and work safely in the new workspace. Our goal is no downtime. Day one we ensure employees can operate effectively. Post-move, we build further capability around technology set up and ways of working, ensuring that all issues raised are resolved.
MEASURE
We collect data throughout the life of the project so by the post-implementation stage, we have comprehensive data to demonstrate the impact of the change program and the new workplace. We are data-driven and provide detailed information on perceived productivity improvements, workstyle, collaboration and communications and satisfaction. We can provide comparative data on space, technology and people.
WORKPLACE TRANSITIONS
In any workplace change, whether a change of location, a new physical environment, technology uplifts and/or new behaviours, the shift is viewed differently by different people. Some see it as an opportunity for a new and improved space that better supports the way the organisation works, while others see it as a disruption that presents new barriers to the way they work. Therefore, there are varying degrees of buy-in to the workplace change.
Our goal is to leverage those who automatically buy-in as advocates for the change and focus the approach to support the remaining employees to buy-in over time. We recognise that as the leaders of an organisation make key workplace decisions, employees will move backward and forward through stages of the change curve, therefore transparent decision making, and ongoing communications and engagement is critical.
Our change approach supports employees through the transition to shift views by developing a sense of ownership of the future workplace. This is achieved by actively engaging with employees to understand how they work now and determine how they will work in the future to influence workplace design and shape behaviours. Understanding and acceptance of the workplace change is built through clear communication about the purpose and plan. A collaborative approach helps to make the transition as easy as possible by supporting you to develop the new norm through effective engagement: discussion, communications and training.
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