Challenge  I am a manager at international energetic company and work with organisational development  at my department. We are responsible for transformation projects and implementation of  organisational changes. Company working mainly at Balkan region and people here is  conservative and not support changes at all. Additional specific point – company is under  transformation after merging with another energetic company, so people is not supportive and  demotivated from the beginning.   My personal challenge – implement all necessary changes, but to decrease the resistance of  employees and to avoid main HR risks.    Selection  Base on strong connection with people and their reaction on changes at company I decide to  use Visualisation as tool. Collecting, structuring and observing full information about real  experience of real “users” results of my work can help to understand all possible negative  effects which will create HR risks (demotivation, quitting of contracts with good employees)    Application  We made board and draw the structure of all stakeholders of the changes at company:

• Top management  • Middle management  • Low management  • Regular employees

We classified type of the changes(big, small) and type of communications (meetings, intranet,  info emails etd).  We made more than 30  interviews  with members of this 4 groups of stakeholders. Discuss  what type of information they trust, what use in daily life. We asked what information is not  opened for people. We mapped level of management, type preferable communication,  satisfaction of level communication. Also we add some date from report about national and  regional specifics of people behaviour (trust for managers, like to discuss gossips, don’t believe  official reports)    Insight and approach   We mapped groups and types of commutations and found:

• Most not satisfied and not informed people is low management and regular employees  • Most informed top is management  • Information lost at middle management level  • And middle management most powerful sours of information for people

Than we analysed connection with their preferable type of communication – it is personal  meetings.     We decide to work with a middle management closer and create “ambassadors of changes”  who will provide and transfer trustful info for regular employees. Firs results we seen after 2  months, we had some positive feedbacks on a portal of company about the changes.


Challenge I am a manager at international energetic company and work with organisational development at my department . We are responsible for transformation projects and implementation of organisational changes . Company working mainly at Balkan region and people here is conservative and not support changes at all . Additional specific point – company is under transformation after merging with another energetic company , so people is not supportive and demotivated from the beginning . My personal challenge – implement all necessary changes , but to decrease the resistance of employees and to avoid main HR risks . Selection Base on strong connection with people and their reaction on changes at company I decide to use Visualisation as tool . Collecting , structuring and observing full information about real experience of real “ users ” results of my work can help to understand all possible negative effects which will create HR risks ( demotivation , quitting of contracts with good employees ) Application We made board and draw the structure of all stakeholders of the changes at company : • Top management • Middle management • Low management • Regular employees We classified type of the changes(big , small ) and type of communications ( meetings , intranet , info emails etd ) . We made more than 30 interviews with members of this 4 groups of stakeholders . Discuss what type of information they trust , what use in daily life . We asked what information is not opened for people . We mapped level of management , type preferable communication , satisfaction of level communication . Also we add some date from report about national and regional specifics of people behaviour ( trust for managers , like to discuss gossips , do n’t believe official reports ) Insight and approach We mapped groups and types of commutations and found : • Most not satisfied and not informed people is low management and regular employees • Most informed top is management • Information lost at middle management level • And middle management most powerful sours of information for people Than we analysed connection with their preferable type of communication – it is personal meetings . We decide to work with a middle management closer and create “ ambassadors of changes ” who will provide and transfer trustful info for regular employees . Firs results we seen after 2 months , we had some positive feedbacks on a portal of company about the changes .