- Specialized in communications infrastructure, planning, installation, maintenance and operation for, e.g., call and contact centers and unified communications applications
- Medium-sized
- approx. 800 employees
- 6 sites in Germany
Details about the company
German subsidiary of a pan-European provider of telecommunications solutions and services
Situation and challenge
The company is undergoing a planned insolvency, and the restructuring plan includes a transformation.
Instead of hardware-oriented maintenance activities, the focus is to be on solutions and products for unified communications. The situation is very uncertain, and the realignment is also to be accompanied by job cuts and reorganization. The majority of employees are still focused on the old business model.
Project
cetacea provides support with a team of several people on site over the period of one year
The focus of the communication and change management support is on establishing a new self-image, fostering a willingness for change among the workforce, initiating cultural change, and firmly establishing the new roles and processes.
Result
The uncertainties and organizational inefficiencies could be reduced to a minimum:
- Understanding of situation and necessities
- Joint effort of the organization
- No departures of key performers
- No loss of customers
- Successful realignment
- Successful sale of the company
Procedure
cetacea assumes responsibility for the “Communication & Change” workstream as part of the overarching transformation program and works closely with the program manager to ensure that the planned process milestones and communication and change initiatives are aligned and integrated.
In order to follow up on the plan insolvency in communicative terms and to now direct the staff’s attention to a promising future vision, cetacea develops the change story and the key messages for all target groups together with the top management.
Managers are brought on board very early as key persons, essential visible promoters, multipliers and role models, and are strengthened and empowered in their role. They are asked to set up the new responsibilities and processes and to bring their teams along with them so that the new work organization is embraced and the transition is as smooth as possible. Communication in the direction of the customer is also supported. Because for customers, the realignment means not only a new additional offering, but also new contractual parameters and possibly new contacts. The challenges and the extent of the change vary greatly depending on the department.
At the same time, a cultural change is initiated. First, cetacea conducts an assessment. Interviews with managers and employees are conducted to ascertain the current corporate culture and what stands in the way of cross-departmental, customer-oriented and efficient collaboration. The second step is to work out where cultural change needs to start and what a target culture looks like that promotes the success of the company. On this basis, cultural change measures are initiated that inspire employees and win them over for the company’s future path.
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We have been voted one of the best consulting firms for change management transformation in Germany in the renowned consulting ranking of the business magazine "brandeins" five times in a row.
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