From one side, Change is first and foremost a process that needs to be describable and explainable and it must be followed-up on. Employees take change very seriously. However, whereas managers often put organizational and rational change first, providing support following a change is equally important. Reactions to change can be diverse and decision-makers don’t necessarily know how to handle them. This is why our team of professionals will help your teams deal with change in a positive and effective way.
As change is quite predictable, our CHANGE’IQ solution offers you the possibility to evaluate change at specific moments during the transition process :
- Prior to the change: level of openness and desire to change, level of understanding of the collective and individual objectives to be met to turn change into success, the related communication and training needs (content, frequency, etc.).
- During the change: awareness and realization rate of the objectives, employee acceptance level, transition rate between the past and the present, the extent to which the change promoters are able to convey meaning to the suggested change, the additional need for accompaniment, coaching or training, communication…
- After the change: regular monitoring.
And on the other side, the Human resource management has known many changes over the last years and some HR trends emerge on a regular basis. LISTEN® carefully analyses their evolution and impact on the organisations either for its value-added customers and/or to enrich its own methodologies.