The successful implementation of change processes requires more than just new structures and processes - it depends on the active involvement of employees. Sustainable change can only be achieved if the people in an organization help to shape change. Proven methods such as workshops, surveys and personal discussions can be ideally combined with more innovative approaches such as a sounding board. They enable broad acceptance, promote dialog and increase employee identification with the transformation goals.
Success factors for successful change processes
Change processes require a clearly structured, holistic approach in order to further develop both the organizational structures and processes as well as the corporate culture in a targeted manner. The overarching goal is not only to increase the efficiency and flexibility of the organization, but also to strategically align it with future market requirements and challenges in the long term. Such transformations are therefore particularly demanding, as they require not only structural and procedural adjustments but also far-reaching cultural changes and a realignment of employees' ways of thinking and working.
The success of a change process therefore depends to a large extent on the active and continuous involvement of employees. It is important to involve them in the change at an early stage, to value their perspectives and to make them co-creators of the change. Employees who feel heard and involved develop a stronger identification with the goals of the transformation, show greater motivation and actively contribute to its implementation. Without this involvement, there is a risk of resistance, communication gaps and superficial implementation, which could jeopardize the sustainability and success of the process.
Employee involvement: Methods for successful involvement
actori uses a combination of proven and innovative methods to actively involve employees in change processes and thus shape change in a targeted and successful manner:
- Workshops offer a structured and moderated space in which employees can jointly develop ideas, discuss problems and work out solutions. This promotes collaboration and creates a shared understanding of the objectives of the change process.
- Surveys systematically and anonymously record employees' opinions, needs and feedback. This method is particularly suitable for obtaining a broad range of opinions and identifying trends.
- Individual meetings or open consultation hours offer a platform for personal exchange. They allow specific concerns and questions of individual employees to be taken up and addressed directly.
- An innovative approach that actori is currently using successfully in practice is the sounding board method. This format involves a fixed group of employees from different departments in the change process in a targeted manner. The sounding board regularly receives relevant information on the progress of the project and meets to provide structured feedback and to develop and discuss new ideas. In this way, all important perspectives are taken into account without the decision-making body being severely restricted by the involvement of all employees. It promotes transparency, strengthens trust and increases acceptance of change. However, in order for the sounding board to be fully effective, a few key points should be taken into account:
Do`s for the implementation of the sounding board method