New Ways Of Working Transformation

new ways of working
transformation

Changing the future of the workspace through the new rules and attitudes.

NEW WAYS OF WORKING

We help organisations benefit from new ways of working, through the adoption of new occupancy models favouring remote working and leveraging the use of satellite or home working locations.

As we passionately believe “no one size fits all” our approach is client-focused and flexible but multifaceted to holistically manage all elements of the change. Our methodology covers the entirety of the change, starting with the definition of new occupancy models inclusive of stakeholder and communications plans with the appropriate transition management structures as well as adapting relevant policies.

OUR CHANGE CAPABILITIES

Our change capabilities and methodology are proven in transforming to new ways of working, we deliver over three distinct phases.

In the first phase we set-up the programme, implementing the governance and decision-making with the relevant functional presence from IT, HR, communications, CSR, facilities, and real estate under the appropriate senior sponsorship to deliver a holistic workspace change. Through specific focus groups we will deliver staff surveys, adapted company policies, target occupancy models, stakeholder and communications plan as well as the identification of any relevant dependencies.

In the second phase of execution, we will prepare the organisation for the change, using stakeholders who are influencers within the organisation, we will commence group-wide communications, using senior figures as early adopters, role-models and visible testimonials supportive of the new occupancy model. Through the use of multiple communications channels, working sessions, feedback surveys we will get the entire organisation ready to embrace the new occupancy model. And address any relevant dependencies ahead of moving into the transition phase.

Then in the third and final phase, we will manage the transition to the new ways of working, we will set up dashboards, KPI’s to measure both the success of the new occupancy model as well as the attitudes and sentiments, in particular to people’s interaction, collaboration and productivity. We will approach this in a risk-averse manner, taking into consideration the more progressive and adaptable areas in the organisation first, using them as a reference and building a successful momentum for the less progressive areas.

change methodology

Our methodology works in three simple phases:

The set up Phase

Set-up overarching workspace governance and decision-making.
Undertake surveys to understand enablers and inhibitors.
Detail the new target occupancy model.
Build the stakeholder and communications plans.
Adapt the relevant policies to enable the change.
Identify any IT, office, real estate, communications dependencies.
Run focus groups to detail all the necessary deliverables.

The Execution Phase

Prepare the communications channels.
Detail the communications materials.
Train the influencers on the communications toolsets.
Start and make visible early adopters.
Rollout the communications to the entire organisation.
Undertake the relevant surveys throughout & adjust communications to the people’s needs.
Set up the dashboards and KPI’s for the transition

The Transition Phase

Select the first group to adopt the new change.
Reinforce the workspace governance with presence from the first group.
Commence the transition and measure the effects on the dashboard.
Review strengths, weaknesses, threats and opportunities and apply them to the next wave.
Communicate out to the organisation the successes and changes.
Continue the transition group by group.

5 steps of HUMAN CHANGE process

Changing people’s behaviour can be challenging. Holistica applies five simple steps that help to ensure that the people are well informed about coming changes, feel an integral part of the process and can influence it. The changes Holistica takes members of the organisation into a journey to increase their work experience therefore they need to be part of it.

1. awareness

Making the members of the organisation about changes to come.

2. understanding

Change management assessment, profiling; people, structures and competences.

3. buy-in

Delivery tools development and delivery such as HR policies, information packages, myth-busters and new rules outliners.

4. adoption

Making the members of the organisation familiar with new workspaces, tools and technologies supported by training and user guides i.e. self-help ecosystem.

5. internalisation

Last but not least step ensuring that the change is sustained after transitioning to BAU.

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Holistica’s approach is comprehensive. Learn more about remaining services.