Bevec
Bevec will soon enjoy a modern and clean workplace tailored to the needs of its employees and departments.
December 5, 2024 I Izabela Eržen
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Not having a clear vision and strategy fot the workplace. Too often, business leaders try to create an attractive work environment by pursuing a set of cool ideas like setting up a dazzling lounge area with a pool table and bean bags, and installing trendy artwork.
December 5, 2024 I Izabela Eržen
Photo: Žiga Ivanc
Last week on our blog, we explored the power of informal spaces in promoting creativity and innovation, drawing inspiration from Jesper Toubøl’s insights at WDC24. Using LEGO HQ as a case study, we highlighted how these unstructured environments allow employees from different departments to connect in ways that formal meetings often cannot. The takeaway? Strategic workplace design, with informal zones, is a catalyst for innovation and collaboration.
Read last week’s blog here!
Change is challenging. It’s something every company, including yours, has likely faced. Whether it’s a manufacturing team adopting new methods, or office staff and leadership adjusting to a new workspace, change can feel like an emotional journey.
It’s important to remember that change affects everyone differently. It’s a unique and intimate process for each individual. That’s why managing this transition with empathy is critical. When managed effectively, change management can help your employees adapt swiftly, confidently, and with less resistance.
During Sophie Maddison’s insightful presentation at our 7th Workplace Design Conference, she highlighted three key principles for successful change management:
These elements ensure your employees understand the vision behind the change and feel supported throughout the process. Whether your employees work in production or in the office, providing a consistent experience of support is crucial to ensuring a smooth transition.
Graphic: Drivers of Behavioral Change, Sophie Maddison, @KoninklijkePhilips N.V.
As Sophie Maddison pointed out, involving your team early in the process makes all the difference. Providing resources tailored to their specific roles and needs can ease the shift to new work models. This approach not only boosts productivity and engagement but also helps avoid resistance to change altogether.
Philips, for example, offers an excellent model to follow. Their approach highlights accessible leadership, people-centric communication, and practical tools for team leaders. By addressing employee’s emotional responses and maintaining transparent communication, you can transform resistance into enthusiasm. With this mindset, your organization can turn change into a valuable growth opportunity.
Graphic: Effectively Managing Change, Sophie Maddison, @KoninklijkePhilips N.V.
Change is not just mentally demanding, it is physically draining too. Sophie Maddison touched on the neurological aspects of change, explaining that our brains are hardwired to resist it. When faced with change, the brain’s ‘fight or flight’ response kicks in, requiring a lot of energy. Neuroplasticity allows us to adapt, but it’s not an easy process. This is why people often avoid change, it’s exhausting and uncomfortable.
Given this natural reaction, it’s essential to support your employees and co-workers throughout this process. Strong, visible leadership plays a crucial role here. When leaders actively model positive behaviors, they set a standard for employees, who are more likely to follow. By encouraging your managers to be role models, your company can ensure its values are not only communicated but actively practiced. This creates a smoother, more cohesive transition for everyone.
Graphic: Change is an Emotional Rollercoaster, Sophie Maddison, @KoninklijkePhilips N.V.
To help your team embrace change, guide them through the following stages, as Sophie Maddison outlined:
Awareness: Begin by making sure your employees understand the basics: why the change is happening, how it will affect them, and when it will take place.
Deeper understanding: Next, provide the tools and knowledge they’ll need to navigate the change. This could mean clear instructions, training programs, or open forums for questions.
Buy-in: Peer support is critical. When employees see their colleagues and managers embracing the change, they’re more likely to do so as well. Create an environment where support and enthusiasm are the norm.
Commitment: Finally, employees integrate the change into their daily routines. By this point, your hard work has paid off. Sit back and watch as your team thrives in their improved work environment, and notice how productivity increases!
With these strategies in place, you can set your company on a path to successfully navigating change and achieving workplace success.
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Izabela is a passionate advocate for innovative workplace strategies, and also serves as the marketing face of Kragelj Architects. With a degree in Architecture, Urbanism and Building Sciences from TU Delft in the Netherlands, she brings a unique and forward-thinking perspective to the company's clients and projects.
Contact her: [email protected]
Bevec will soon enjoy a modern and clean workplace tailored to the needs of its employees and departments.
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When managed effectively, change management can help your employees adapt swiftly, confidently, and with less resistance.
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