Change Management
Resistance to Change
Without involvement, uncertainty arises – the best concept fails due to lack of acceptance.
No Structured Roadmap
Change doesn't happen by itself. Without a program, old habits remain.
First Day in the New Office
Without preparation, the move-in becomes chaotic – and acceptance sinks.
Accompanying employees through the office transformation – before, during, and after the change.
Before the Change
Create the foundation, involve employees, and build change agents.
- Change management roadmap incl. KPIs
- Workshop to define change scope with management
- Introductory workshop with Change Agents
- Intro session for Agile & Activity-Based Working
- First employee survey (Baseline)
- Communication plan for announcement & rollout
During the Change
Ongoing support during renovation and transformation.
- Employee surveys every 2 months
- Monthly pulse check (anonymous)
- Regular check-ins with Change Agents (every 2 weeks)
- Regular check-ins with team leads (every 2 months)
- Half-yearly change report & action plan
- Ongoing communication & adjustment of measures
After Completion
Prepare for move-in, accompany it, and anchor the new work world.
- First-day guide for the first day in the new office
- New Office netiquette (rules for display)
- Handbook 'New Office' (digital, detailed)
- Final survey & evaluation report
- Final presentation with management
- Optional continued support (on request)
| Specs | Before the Change | During the Change | After Completion |
|---|---|---|---|
| Change Roadmap & KPIs | â—‹ | â—‹ | â—‹ |
| Change Agents Introduction | â—‹ | â—‹ | â—‹ |
| Pulse Checks & Surveys | â—‹ | â—‹ | â—‹ |
| Ongoing Check-ins | â—‹ | â—‹ | â—‹ |
| First-Day Guide & Handbook | â—‹ | â—‹ | â—‹ |
| Evaluation & Final Report | â—‹ | â—‹ | â—‹ |
The Process
Before the Change
Set up roadmap, change agents, and communication plan.
During the Change
Pulse checks, check-ins, and ongoing communication during renovation.
After Completion
First-day guide, handbook, and evaluation for move-in.
Completion
Evaluation report and final presentation with management.
Pricing
Before the Change
- Change Roadmap & KPIs
- Management Workshop
- Change Agents Intro
- Agile Work Session
- Communication Plan
During the Change
- Pulse Checks & Surveys
- Change Agent Check-ins
- Team Lead Check-ins
- Half-Yearly Report
- Action Plan
After Completion
- First-Day Guide
- New Office Handbook
- Netiquette
- Final Evaluation
- Final Presentation
Office Transformation Berlin
The change program made the difference. Without it, the move would have been a conflict.
New Work Introduction Hamburg
The first-day guide was worth its weight in gold. No chaos, no confusion – everyone knew where they belonged.
READY FOR THE NEXT LEVEL?
Start ProjectFAQ
When should change management start?
Ideally 6–12 months before move-in – the earlier, the higher the acceptance.
Do all three phases have to be booked?
No – each phase is bookable individually. However, we recommend all three for maximum impact.
What are Change Agents?
Selected employees from the teams who act as internal multipliers to accompany the change.
Are the pulse checks anonymous?
Yes – all employee surveys are conducted anonymously and only evaluated in aggregate.
How long does a complete program take?
Typically 6–18 months – from announcement to after move-in.
What is Activity-Based Working?
A work model without fixed workstations – employees choose the area that best suits their task each day.
Can the program be combined with existing initiatives?
Yes – we adapt the program to existing structures and ongoing initiatives.
How does collaboration with HEYM work?
In three steps: 1) Initial meeting (30 min). 2) Offer within one week. 3) Implementation with regular updates.
Are there individual solutions?
Yes. Change management is always project-specific – we create a tailor-made offer.