Change Management- present (no form)

But we make motivation and engagement the focus, so change becomes a process that is meaningful:

Most change programs are met with resistance...

We say: don't manage change, create it

A negative reponse to change is natural - and even healthy. Especially when employees don't know or understand what happens next.

More communication, less facilitation

Facilitation

Communication

Motivation

By focusing more on the adoption of change, rather than simply creating awareness around it, we develop change experiences that emotionally and cognitively connect with our audiences. We provide tools and resources that enable employees to thrive and succeed in their new workplace.

Some people assess changing conditions through analytics and return on investment. Others simply ask, “How does this affect me?” Both are natural and healthy responses to change. That’s why an effective change program considers the analytical and the emotional.

People respond to change differently... and that's okay

The most successful, deep and long-lasting change programs balance everything.

Our approach to change does just that

A new workspace is not about new furniture or a coffee machine. It's about promoting new work practices and providing employees the tools and resources to thrive in their new environment. Our change process involves a short, intensive discovery phase followed by a tried and tested approach comprising of three elements, each consisting of a series of activities - awareness, engagement and involvement. Some of the activities are sequential, some will run concurrently and some grow and change with your project.

Our process shows how change affects

You'll see positive outcomes:

There will be buzz...

You'll be a hero.

Feels like home!

There will be buzz...

Feels like home!

Listen to your audience – incorporating their feedback in the design and “etiquettes” development leads to ownership and pride.

Creates excitement and anticipation for a positive shift in workplace. “I can’t wait to move in!”

You'll be a hero.

A shift in workplace can leave a legacy. Providing the right resources and tools to help employees through a change experience can make all the difference.

“As an organization, this was a massive shift from where we were to where we ended up and it required a lot of internal conversation and discussion to get there, and Unispace really helped us with that.”

Christian Campanella, HR Director, Pernod Ricard Winemaker

We're not changing spaces, we're changing minds.

Traditional thinking

After a successful change program, you'll hear:

Change Management

We believe other Change Management approaches fail because of the way change is perceived – especially a change in the workplace. Companies spend considerable time and money reacting to and managing change, operating under the assumption that change can be managed. When business is interrupted or conditions change, people tend to get defensive. Leaders and consultants gather, prepare a game plan, identify the “burning platform” (we must change or else!) and follow a prescriptive “10 step” plan to bring employees along—as if containing and mitigating the change itself, is the goal... it isn't.

Changing the workplace involves changing attitudes and behaviors

Our thinking

The right communication, more facilitation and motivation

Many practitioners feel they don't have the time nor the resources for a change program. We believe its an investment in your future. Here are the advantages of implementing Change Management early on in the process.

At Unispace, we see change differently. We see change as an experience, and for those affected, a journey. One that should be curated, not just managed.

Talk to us today about how we can help manage workplace change in your business.

Get in touch

Discover

I'm aware

I'm engaged

I'm involved

you:

Hover on the charts to see how our thinking and traditional thinking compare.