Amrita set up a project plan including gap analysis, the current situation, and the desired situation. It became very clear, the employees needed to be heard. After all, the three owners were expressing their need to change job activities and responsibilities.
Three workshops were set up regarding employee vision, mission, and views regarding a potential reorganization. Results were very clear, some employees said they did not want the company to change and expressed very clear they did not want to corporate. Some said they were open for further discussion.
New team sessions and individual meetings were set up to create a Program of wishes including scenario’s and HR and financial consequences. Surprisingly, employees stated that they would only support the change if they would have the opportunity to become owners as well. The three owners did not expect that. Amrita had to coach leadership as a team and individually to become more flexible in thinking about potential opportunities and scenarios.