Move – Why should you be supported?

A move is a company project, so it is necessary to involve a maximum of people in this project. During the implementation of this one, many difficulties will appear. Lack of communication, lack of time, lack of involvement, etc. It is therefore important to be accompanied in this ordeal.

Brain Breakfast: How can a move become a real opportunity for change?

On Tuesday 4th December, MindForest organised a BrainBreakfast dealing with the problems of a corporate move:  “How can a move become a real opportunity for change” in its Lounge area.

Aurélie Poncelet, change management consultant at MindForest, opened the event by telling participants that “a move should not overlook the impact on people and that it is important to carry out an impact and risk analysis beforehand“.

The fear of change

Like any change, a move can be frightening, cause anxiety, dissatisfaction and a drop in motivation among employees (loss of individual offices, space, parking, increasing the distance between work and home, etc.). It can also cause stress and anxiety, especially if there is confusion during the transition phase.

Make the most of the opportunity

However, a move can constitute a new challenge for the company and must be seen as an opportunity to change the way of working and to improve collaboration through the implementation of new procedures (visitor reception, mobility, car park management, etc.), best practices (security, clean desk policy, etc.), optimisation projects (digitalisation, electronic archiving, etc.) and new communication tools. All this as a means of creatinga working environment that serves the performance of the whole organisation.

Some shared experience

Ute Meier, Performance Manager at POST Luxembourg shared her feedback and explained that it is important to involve all stakeholders during a move (employees, managers, management, architects, project managers), to plan a support programme, to set up working groups, to communicate about the move and to test the new spaces.

Diane Muller-Kneip, Director of Human Resources & member of the Board of Directors at Kneip, stressed the importance of analysing the new environment in terms of the company’s needs (transport, traffic, presence of catering facilities, childcare facilities, etc.), of involving staff at all levels, of federating, of listening to fears and communicating frankly, and of organising an informal introduction to the new spaces.

Support based on experience

MindForest made reference to its experience in accompanying the relocation of numerous companies in Luxembourg and its 5-step approach (accompanied by a communication component): framing the project vision; preparing for the move; accompanying the move; appropriating the new site; anchoring the new culture.

[04/12/18] Brainbreakfast : Déménagement, comment en faire une véritable opportunité de changement ?