A move is a pivotal moment in the life of a company. From a simple change of premises to one involving an upheaval in the configuration of workspaces, it's a major change for your employees.
At iQo, we're convinced that to make a success of such a project, it's essential to support your employees in three key areas: communication, co-construction of life rules, and on-boarding and support for managers.
Contents
1. Communication to explain the company's move
One of the main risks of announcing a move is the lack of visibility on the future layout. This generates anxiety and can trigger rumors among employees. All this, in turn, contributes to a climate of anxiety that is detrimental to the smooth running of the project.
To avoid this pitfall, it's essential to work on communication. Transparency is key, as is reassuring employees by regularly sharing information.
This approach gives teams a sense of direction and visibility of their future workspaces. Clarifying the contours of the project and its non-negotiables will help them project themselves and approach this change in a positive way.
2. Take advantage of the company's move to co-construct life rules
If employees are to feel involved in the relocation project, they need to be involved in the process of adapting to the change.
To achieve this, it is beneficial to allow teams to co-construct the rules of life for their future spaces on the basis of their business needs. This requires setting the framework for their thinking beforehand, by determining what is non-negotiable.
Once the rules have been defined, teams can experiment with them to gradually anchor them in their practices. They can then "take" them with them to their future premises, to ease the transition.
3. Involve and support managers in your corporate move
In a move, as in any change project, managers play a crucial role. It is therefore essential to support them in their mission.
- Managers must act as a conduit for information. This means supporting them by providing key project information upstream, so that they can pass it on to their teams.
- They must also convey the meaning of the company's relocation project. They need to be real sponsors, acting as spokespeople for the company's strategy. To reinforce this posture, it is necessary to offer them a learning space to practice this role.
- Managers also have a role to play in supporting their teams and encouraging the adoption of new ways of working. Gathering their feedback on these experiments will be invaluable to the success of the move.
How can iQo help you with your company move?
Our expertise in human dynamics gives us strong expertise in supporting people in the face of transformations in complex organizations. Our mission is to empower teams and create the bonds of trust that will make major projects possible.
These skills are combined with solid experience in supporting teams in relocation and cultural transformation projects. cultural transformation and the ability to coach employees.
To find out more about our expertise and discuss your projects with us, don't hesitate to contact us!
Human dynamics
Aurélie SIMON
iQo Associate
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Christelle TENEVEAU
Senior Manager iQo
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