SAP Case Study
- December 2, 2020
- Posted by: alia
- Categories:
Our case study is with a multinational company that planned to move from
a traditional workplace to an activity-based workplace where places are unassigned and shared between all employees.
We started by conducting an assessment of the current status by co-developing a survey to be able to identify the degree of dissatisfaction of the current state and the issues that need to be addressed.
Afterwards, we worked with the project team to form an ambassadors network long with their rols and responsibilities. We conducted workshops with the ambassadors to increase their awareness about the project and discuss their feedback and ideas.
The objective of our communication with the ambassadors was to make sure that they were enthusiastic about the benefits the change and committed to bring more people to support the change. The aim was to let them have a high level of understanding of the initiative and to be aligned at all times, to enable them to convince the remaining stakeholders of the benefits of the change. In addition, they were playing a key role in the development of the scope of the change initiative.
Based on the objectives of the initiative, we selected with the project team the intended benefits of the new workplace and quantified these benefits so that the company could monitor and track the realization of the benefits.
Working in the new workplace required shift in the employees mindsets and behaviors to overcome the perceived disadvantages such as: lack of privacy, lack of concentration, lack of autonomy, distraction, lack of leadership, etc. Therefore, we identified values, mindsets for the new open space environment. Afterwards, we measured the values and conducted a workshop to define culture strategy and tactics to be able to reshape the culture.
Also, as part of our communication activities, we worked with the project team to develop the content and design of the workplace guidelines and etiquette as well as the a Welcome leaflet for the opening day.
Change management, plan
Providing a change plan to effectively communicate and drive successful change by assuring awareness and engagement of the stakeholders.
Integration with the program plan
Providing a change plan to effectively communicate and drive successful change by assuring awareness and engagement of the stakeholders.
Coordination
Continuous update and integration between the change management work with the over project plan of the program.
Meetings
Attend and contribute to certain meetings as the change management consultant
Assessment
Assess the readiness of the change on the individual level by developing the required surveys.
Communication management
- Provide content or adjust existing content for distribution.
- Attend when necessary communication/coordination meetings to support a cohesive and aligned communication plan.
- Maintain a consistent and reasonable flow of information
Ambassadors network
- Set up Ambassador structure for the program inside the training unit
- Lead Ambassadors meetings.
- Prepare Information to help ambassadors communicate information and progress
Culture management
- Prepare new mindsets and behavioral guidelines, enabling the staff to work together effectively. These guidelines address the norms, etiquette, and protocols that need to be adapted.
- Lead workshops to define required cultural tactics and actions to change and adjust behaviors.
Workplace guidelines and Welcome leaflet
- Prepare workplace guidelines and welcome leaflet.
Benefits management
- Identify the change benefits and develop its tracking and measuring systems