New Ways Of Working Transformation

new ways of working
transformation

Delivering innovative solutions to transform workspace experiences.

INSIGHTS & INNOVATION

One of the most visible and tangible outputs from our INSIGHTS TOOL is the HolisticAPP which turns insights into innovation. How we use the myriad of facilities in the office both during and post-pandemic has changed, and the HolisticAPP leverages the best in contactless technology to make it safer and more convenient to do these everyday tasks. Based on real-world customer requirements, we have developed an app that allows office-dwellers to:

Easily book assets (car parking, meeting rooms, hospitality services, hot desks, etc.)
Way-find colleagues and meeting rooms
Access online help pages to quickly and easily learn how to use audio-visual services (to their full potential) or to print documents, etc.
Access company information in a variety of easily consumed formats
Report problems to the helpdesk
Order lunch online and skip the queues in the office café / restaurant or link to the drinks dispenser with contactless drink preparation

Technology is an enabler to making mundane tasks a thing of the past. The new office needs to work as smart as the people in it.

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 process

People generally don’t like change. It’s therefore vital that we do everything possible to help them overcome their reluctance to change.

Based on proven experience and best practice from other project engagements, Holistica applies these five simple steps to help ensure that everyone is kept well informed about changes that might impact them plus everyone feels that they are an integral part of the process and that they can influence it.

These changes will take the organisation on a journey to enhance their work experience therefore everyone needs to be brought on the journey and to feel that they are a valued part of it.

1. awareness

Keeping everyone informed of changes so that there are no unwelcome surprises.

2. understanding

Change management assessment and profiling: people, structures and competencies.

3. buy-in

Delivery of tools as well as development and delivery of HR policies, information packages, myth-busters and outlining of new rules.

4. adoption

Making everyone in 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 – ensuring that the change is sustained after transitioning to BAU.

other services

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