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Practical examples? With pleasure!
People @ Heart
We. connect and create magic.
Community
CHALLENGE
In a large Swiss company, the management wants employees to work in the office again on a regular basis. The measures taken so far are only making slow progress and there is still little or no broad acceptance of the subject among employees. The company's aim is to motivate employees to work more on site again and not exclusively from home.
SOLUTION BY OPAKBOX
As we believe that networking works best when it happens naturally, the focus of a first meeting is to get to know the person(s) who want to expand their network.
In a first step, the previous back-to-the-office measures, their impact and the general corporate culture are analysed with the internal stakeholders. In the development and implementation of the new/adapted measures, Opakbox focusses on the following components (selection):
- Identification of potentially missing or misunderstood needs of all stakeholders.
- Alignment of the different needs and realignment of the back-to-the-office strategies with ongoing, transparent communication with all stakeholders.
- From strategy to culture: Support in the practical implementation of the jointly defined new/adapted culture of collaboration.
Nice to Know: Opakbox takes a holistic view of challenges when implementing projects. Solutions are developed with the involvement of stakeholders from a wide range of circles and, where appropriate, implemented hands-on in/with existing roles.
TIMELINE
± 3-12 months, depending on the scope and type of cooperation.
people @ heart
Community
We. Challenge your Community.
Community
Challenge
Following a restructuring in one division of a large Swiss company, the employees affected are finding it difficult to adapt to the new organisational structure. Various resignations in different teams and changes at management level have further undermined the employees' already fragile trust in the transformation and the managers.
The company is striving to strengthen the sense of community through targeted community management and thus both reduce staff turnover and increase employee satisfaction again.
Solution by Opakbox
Involving roles with people management aspects, Opakbox supports the company in developing a community management strategy with the following components (selection):
- Promoting communication: Existing communication channels are jointly analysed and continuously updated with relevant content.
- Establish networking platforms: Platforms are created/re-activated around topics that are technically relevant to the company, where employees can meet up, particularly on-site. These offer opportunities for cross-team networking and strengthen the sense of togetherness.
- Appreciation: Guidelines are developed together with leaders to live appreciation in everyday life. Opakbox not only focuses on traditional incentives, but also encourages small but no less important approaches such as transparent communication or proactively honouring successes.
- Feedback culture: In collaboration with the employees and leaders concerned, new, suitable frameworks are developed and implemented so that changes in well-being can be recognised and addressed in time.
Nice to Know: Opakbox involves employees in their processes right from the start. Feedback on ongoing work is taken into account at any time and integrated directly into the further course of the collaboration.
TIMELINE
± 3-12 months, depending on the scope and type of cooperation.
Community
EVENTS
We. Upcycle your Events & Workshops.
Community
CHALLENGE
A medium-sized IT company with various ‘ inactive’ communities of practice (CoP) would like to bring its employees closer together online and offline on work-related topics.
The aim is not only to promote the exchange of knowledge, but also to transform rather boring events into inspiring meeting places.
SOLUTION BY OPAKBOX
In a first step, the existing CoPs are analysed with the involvement of all relevant roles. A joint decision is made as to which CoPs should be reactivated. Opakbox develops innovative further development options for these CoPs. Together with the people in charge, these approaches are tested in a timely manner and continuously developed in order to meet the needs of employees.
The collaboration also includes a review of existing online and offline platforms. Where appropriate, online platforms are supplemented by suitable on-site activities.
Nice to Know: At Opakbox, ‘hands-on’ means that, in addition to the conceptual work, we are actively involved in the implementation. The aim is to support those currently responsible and to prepare the themes/events for them in such a way that they can be used again as quickly as possible without Opakbox.
TIMELINE
± 1-6 months, depending on the scope and type of cooperation.