Streamlined projects to ensure new, qualitative, work processes
Responsibility for leading change management efforts during a reorganization and the introduction of new work processes and roles for frontline employees. These initiatives are set to improve employee development opportunities for 20,000 workers within a large state-owned company.
Background & Assignment
Our client, a large state-owned company, faced two significant parallel changes. First, they planned to implement a new organizational structure, which involved a major transformation for the entire operational business. At the same time, they identified a critical need to improve the conditions for frontline managers, enabling them to focus more on employee development and ensure a healthy work environment. In their current roles, the managers lacked sufficient support from support functions, had large employee groups, and faced heavy workloads, along with some inefficient routines. Our assignment was to support the client in managing these two initiatives, where change management was one of the key areas for the success of these transformations.
Solution
Together with the client, we executed a program with several sub-projects to address the parallel needs. One project aimed to ensure the implementation of the new organizational structure, where we were responsible for designing the model organization, leading the change project, facilitating collaboration forums, and driving the necessary change management efforts. In a parallel project, we worked with three pilot groups within the organization to identify the changes needed to improve conditions for frontline managers. After the pilot phases and subsequent analysis, the decided changes would be implemented across the rest of the organization. In both the completed and ongoing phases, we have held several key roles, including responsibility for analysis, project management, change management, and implementation in various parts of the program.
Our Role
Influence People played several key roles in this program, ranging from project management to change management. Within the scope of change management, we conducted target group analyses, created communication and change management plans, developed a communication process, designed the pulse check processes, and established the change management approach for the implementation phase. We also worked on designing and setting up a central change management team with the client’s internal resources, as well as identifying a large number of ambassadors within the organization. Our assignment encompassed both strategic matters, such as ensuring the realization of benefits, and more operational tasks like creating hands-on communication materials.
Results
The new organizational structure was successfully implemented on time and within scope, while the pilots and accompanying analysis were completed according to plan and expectations. We are currently working on implementing the outcomes from the pilots across the rest of the organization. This implementation includes the launch of clarified roles and responsibilities, resulting in role changes for approximately 2,000 positions. The change also involves the introduction of enhanced digitalized work processes, including improved tools for conducting more employee appraisals and ensuring the company’s responsibility for the work environment. Once this implementation is complete, we will have played a key role in improving the conditions for frontline managers and thereby enhancing the opportunities for employee development for 20,000 employees.
