Measures for successful transformations
Posted: Sat Jan 25, 2025 5:00 am
We conduct interviews, organize workshops, analyze past change processes in the company if necessary and derive recommendations and measures from them. Constant communication with the internal project management is essential. This is where change managers receive information that affects everyone involved most quickly. A meeting at least once a week is recommended. Change management is not always integrated into the project from the start. The sooner the better should be the motto in order to successfully support changes.
At adesso, we divide our measures into two areas: communication and empowerment. At the communication level, we want to inform and raise awareness. For example, the question is how the customer's employees are informed about the status of the transformation: Is there a newsletter? Do all employees have regular access to laptops? Who can they turn to with specific questions? These are aspects that we clarify as part of the communication.
Empowerment is about the way we implement something. How do I get other people on board? If training is required: How do we want to train something? With these measures, we want to ensure that everyone namibia consumer email list involved is optimally prepared for the go-live. The go-live has a special significance anyway. The preparation time is over, now it will be decided how well we have worked on a technical level beforehand. Mentally, too, it now means that everyone has to be prepared for the innovation and know what to expect. We often do a kind of sneak preview shortly before the go-live, in which we show those involved what their new system environment can and will look like. And very importantly: a go-live has to be celebrated - with everyone involved!
Presence with the customer is essential
Change management does a lot of work on an interpersonal level. It can create great added value by bringing people together and breaking down silo thinking. Change management can often also be a bridge between managers and employees. In discussions with those involved, it is always about being transparent and showing the purpose of the change. Personal incentives are also important - why should employees work with SAP in the future instead of Excel spreadsheets, which have always served their purpose so far? Sustainable change only works if there are incentives and people recognize the purpose of the transformation.
At adesso, we divide our measures into two areas: communication and empowerment. At the communication level, we want to inform and raise awareness. For example, the question is how the customer's employees are informed about the status of the transformation: Is there a newsletter? Do all employees have regular access to laptops? Who can they turn to with specific questions? These are aspects that we clarify as part of the communication.
Empowerment is about the way we implement something. How do I get other people on board? If training is required: How do we want to train something? With these measures, we want to ensure that everyone namibia consumer email list involved is optimally prepared for the go-live. The go-live has a special significance anyway. The preparation time is over, now it will be decided how well we have worked on a technical level beforehand. Mentally, too, it now means that everyone has to be prepared for the innovation and know what to expect. We often do a kind of sneak preview shortly before the go-live, in which we show those involved what their new system environment can and will look like. And very importantly: a go-live has to be celebrated - with everyone involved!
Presence with the customer is essential
Change management does a lot of work on an interpersonal level. It can create great added value by bringing people together and breaking down silo thinking. Change management can often also be a bridge between managers and employees. In discussions with those involved, it is always about being transparent and showing the purpose of the change. Personal incentives are also important - why should employees work with SAP in the future instead of Excel spreadsheets, which have always served their purpose so far? Sustainable change only works if there are incentives and people recognize the purpose of the transformation.