-| change management |-

Relocating from an existing office that has been occupied  for five, ten sometimes twenty years, present exciting new opportunities. A structured approach to managing this change can lead to a more successful transition of individuals, teams and organization into a new work setting.

Changes to a work environment directly impact employee behaviour and work styles. This can challenge many people’s notion of individual success, entitlement and stature.

Through effective strategies, employees can accept and embrace changes in their business environment, but it requires a lot of thoughtful management. To gauge an organization’s ability to change and to establish the management method to effect the change, it is best to listen, observe and understand the company’s business goals. By examining an organization’s current and future business strategies and appetite for innovation, the company has to define the direction and degree of achievable change. Engaging the end users through collaborative exploration and visualization allows developing a personal interest in their future work environment. Finding the right balance of individual and collaborative spaces, and recommending appropriate tools for each kind of space based on user needs and work styles, results in a new work environment that enables the right degree of change. A fully articulated workplace strategy helps build change competency  into the organization. Change is typically the biggest challenge a company faces but if the management is proactive in managing this change, a business can grow, productivity can increase and employee satisfaction can be strengthened.

Change management does not stop once the transition to the new workplace is completed – it goes on with old people leaving and new people adding to the present team.