Who entrepreneurial acting Employees If you want to, you have to let them work entrepreneurially. Their "want" can always be achieved when they say of their own accord how they will do things. Touchpoint BarCamps offer ample opportunity for this.
- Change management by roll-out: usually a flop
- Large group events bring everyone into the will
- The Touchpoint-BarCamp step by step
- Trainees are shown by an example
- Onboarding - new and efficiently designed
- A perfect start - also for Knowledge Worker
- Top books on the subject
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Change management by roll-out: usually a flop
To combine the internal and external touchpoints of a Company – these are the interaction points between employees, customers and Organization – to optimize, today I almost only suggest large group events. The practice, which has been practiced for so long, of hatching concepts together with consultants on the “top floor” in order to then push them through via a roll-out, not only leads to internal reluctance, but often also to a flop.
If, on the other hand, the employees are personally involved, then long-dormant ideas brought to light and practicable concepts developed. New perspectives, new contacts and communication networks are created. Finding a common Future brings the whole team together. With the traditional proclamation programs, on the other hand, everything remains creative and has to be done.
Large group events bring everyone into the will
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Characteristic of the Barcamp event format are the unhindered exchange of knowledge and the free design. It is decided by vote which topics are to be worked on. Everyone present can be an impulsive speaker and sometimes an interested listener. The higher quality and constructive the respective input, the more qualitative the output will be.
The level of activity is high Commitment comprehensive, and extraordinary new ideas can arise. But above all: The most serious obstacles, namely hierarchy and department filters, are cleared out of the way. For the management team, this means loss of control, but in return they receive practical ideas and a high level of commitment.
By delegating power and responsibility to the "many," the outcome can go in unpredictably interesting directions. Overall, the odds are far greater than that Risks. Experience has shown that the participants handle such a leap of faith extremely carefully. And in the end there is the “my baby” effect.
The Touchpoint-BarCamp step by step
So that existing Background linked with something new, a keynote speech in the morning is suitable, which hints at a series of forward-looking guiding principles. In the afternoon, the participants – ideally around 50 people, cross-departmental and cross-hierarchical – propose topics on which they want to work together.
The workgroups are created by assigning themselves to the topic they prefer. If there is a great interest in a certain topic, two or three groups can also work on the same topic. The results will be different, which is good, because one can then fall back on several variants.
In order to achieve the best possible output and achieve viable concepts, the working groups should have a minimum structure:
- Sketch the actual and the desired situation
- Elaborate a to-do plan with schedule, budget, and meters
- Transfer of the concept to a presentation format
- Determination of one speaker or several speakers
- Agreement on the way of presentation
If several hierarchy levels are present, the top executives work in a separate group. Hierarchy, in fact, slows the flow of labor quite considerably and paralyzes. Only when the people are among themselves can ideas be really bold and unedited.
Trainees are shown by an example
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In one case, apprentices have redesigned the in-house onboarding process within an hour - and not in the usual permanent working groups - as part of a large group event. That's what the design of the first days and weeks of a new employee is called now.
Trainees are best suited for such a project. They have learned more or less every area of a company. And they have not yet been blocked by discreet closures and established processes.
Onboarding - new and efficiently designed
Until then, it had often taken several days in this company before a new employee could become productive. Until then, he was busy getting his bearings and procuring the necessary work equipment and permits.
It all started with the fact that on the first day of work nobody knew exactly where to be at reception Workplace was. At the worked out Solution everything was now organized with a click of the mouse, so to speak:
A few days before the start, the new person received a welcome box containing important information, an introductory plan and a small welcome gift. Electronically, he / she was presented with a picture and a kind of profile to all responsible and involved persons.
On the first working day, he / she was welcomed by name when entering the building on a display. The necessary digital work tools like eMail-Account, username and password for all important IT-Applications, software licenses and so on were in place.
A perfect start - also for Knowledge Worker
An A-to-Z handbook for the perfect start has been sketched. The necessary equipment such as computer, telephone, rollcontainer, employee ID, business cards and post-office signboard was conceived. A small Welcome Ceremony was provided to speed up social integration. And a mentor stood ready for all cases.
A similar approach was initiated for IT freelancers and knowledge workers with fixed-term employment contracts. So far, they have often wasted the entire first morning in order to find their way around - for 200 euros an hour. And what was even worse: They got access to the EDP and thus also to highly sensitive data without having to sign the necessary confidentiality agreements in advance. What that can mean for the security of a company is well clear.
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