Strategy and organizational development in SMEs

Initial situation and challenge for the company

The company has set itself the goal of making its working methods and organizational structure more dynamic and robust for the future in order to be attractive to employees and promote product innovations that focus on the customer. At the same time, changing market needs (holistic solutions instead of individual products) require closer cooperation between employees. The existing management structures ensure that decisions are made centrally by individuals, making it difficult to strengthen individual responsibility. In addition, star-shaped communication makes a common, overarching focus more difficult.

Joint action

As part of the mission clarification, the self-assessments regarding the challenges were shared and  together with the family and the management team, the framework for the change to a dynamically robust organization was designed. We also involved the people in the company in order to prepare the change process and implement the first steps towards change in everyday life.

Steps we have taken in the process:

1. Formation of a core team – a team that covers all levels of the organization - from the managing director to the working student.
2. Definition of goals and strategic fields of action for the change.
3. Legitimate status quo analysis to identify the strengths and weaknesses of the organization.
4. Legitimized implementation plan for change and initiation of change team.
5. Introduction of a common pace for change, in which changes are planned, implemented and sustainably anchored in the organization.
6. Organizing employee events to regularly inform all employees about changes and take them along on the journey.
7. Establishment of a multiplier team consisting of one key person in each department to act as a dialog partner for the workforce.

What does our customer recommend to other companies?

• Trust in the process and in your own workforce
• Courage to take the first step
• Shaping the solution and the path to it together – and not "buying in" a ready-made solution from outside
• Start where the organization is right now

The power of change already lies within the workforce. It needs an push to release this energy. The trick is to create a participative approach, voluntary participation and empowerment of employees for the change.

A conclusion from the company

"All in all, we are very happy that we started this process together with wibas. Within three months, we managed to mobilize a large half of the organization from an existing lethargy and get them excited about the change process. We have a new system for our strategy process in the company to develop and implement corporate goals – based on our vision. We have established a new discussion and meeting culture that now needs to be developed further. And we have established agile working methods to develop innovative products and services."