With changes that are part of organisational development, we consider not only the technical and organisational structures and processes, but also interpersonal communication and behaviour patterns. In the background, the organisational culture remains consistent with the prevailing standards, values and power structures.
Whatever the changes, both the satisfaction of employees and optimum execution of tasks must be strived for.
Where problems are observed in specific subsystems, groups or individuals we do not view these in isolation, but always examine them in relationship to the organisational and social environment.
This includes for example:
Optimisation of workflows,
Minimisation of information losses at interfaces,
Targeted realignment of power structures in teams,
Increased employee motivation through closer identification with the company objectives,
Increased flexibility, willingness to change and innovation capability of the individual employee.
We advise, support and assist you in carrying through you plans!