Change Management
Change is an essential element for any organization to succeed, as it helps to continuously improve and maintain control over the future path of the organization. Whether it's about restructuring the organization or implementing a shift in culture and behavior, adapting to change is crucial for sustainable success.
However, bringing about change is never easy and it requires a significant amount of attention, time, resources, and persistence to achieve a successful outcome. We understand the significance of giving sufficient emphasis, capacity, and resources for change processes that affect the structure, way of working, and/or heartbeat of the organization.
With our knowledge and experience in both cultural and organizational change in various organizations, we are eager to guide and support your organization throughout this journey.
Building a new HR Strategy for the region of North Europe and a new HR target operating model, including an execution plan
Sector: Food
Service: HR Strategy & Execution
We developed and transformed the HR function into a value-add unit for a B2B food company in the North European region, with 13 entities, five countries, and 4,000 employees. I led the transformation by crafting the plan and implementing the change with the HR team.
Based on a maturity assessment, we rapidly identified improvements to the existing HR strategy and organizational setup (structures, systems and people). After consultation with the different stakeholders we implement the plans, including running the transformation.
Context
The executive team had concerns about collaboration between people and/or their departments.
An earlier employee survey gave the team insights and a sense of urgency that the culture is not driving innovation success, which is important for the growth of the business. A lack of inspirational leadership, transparent communication, and a high turnover rate were formed as missing a collective identity and team.
The management team including the CEO define three pillars to improve the culture.
Approach
We started the culture transformation with four actions: fostering understanding and conviction, reinforcing changes through formal mechanisms, developing talent and skills, and role modeling. These four factors are critical for changing and then sustaining the mindsets and behaviours that allow for high performance.
With the survey results in mind, we defined three important culture drivers, which we built bottom-up with purpose and concrete action plans. Important was to work inclusively with all the employees, so we refreshed the culture and paid attention to some specific improvements.
Creating a strong company culture doesn't happen overnight. It takes time to build a positive work environment where everyone feels valued, respected, and included.
We designed training programs for managers, align the recruitment practices with company values, and created a robust onboarding process. We've also developed a communication plan with various goals, all centered around understanding, inclusivity, inspiration, and teamwork.
Impact
We made the first steps toward open, effective communication and fostered an exceptionally inclusive and supportive work environment.
Because changing a company doesn’t happen overnight, we included the initiatives in the performance review of all the employees. Accountibility is important and that’s why we made the transition of the company culture part of one of the goals of every employee.
It's hard work but the team sees that significally improvements will be held.