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Organisations are experiencing an era of unprecedented change. An ever-transforming technology landscape and shifts in workforce demographics, expectations, and skills, only begin to cover the breadth of change organisations face.
The key here is how organisations tackle these changes. Those that put their people at the heart of change are measurably more likely to deliver successful outcomes.
Solid strategies, processes and technology alone cannot be relied upon to deliver results. It takes people to accept, adopt, drive, and sustain a change to truly realise its desired tangible impacts.
Our change management & communications experts will help you navigate change with confidence and deliver on your strategic ambitions. Guided by tried and tested methodologies, tools, and industry best practices, we tailor our services and activate the people side of change to meet your specific change needs and objectives.
With our strong track record of driving hands-on and technology enabled change management across the Swiss market – we bring your employees along your transformation journey by tailoring the material to your stakeholder groups.
Interested to know what our work concretly looks like?
Read more about our client work
At PwC we have developed the NextGen change approach, leveraging years of experience in change management and working together with our clients. Our human centric and agile NextGen change management framework allows us to start from where clients are with a clear understanding of their vision and the desired business outcome to make the change happen.
Together with our clients we will co-create strategies based on an iterative approach to align, engage, and enable our clients through the change efforts. Empowered employees can then help evolve and accelerate the pace of change and sustain business value.
During the change we emphasise four key areas for successfully delivering transformational change:
Identifying and engaging the right stakeholders early to create a common vision for the project and define the tone at the top is crucial. Additionally, building change capability and defining ways of working as well as developing a motivated and engaged network of influencers adds value to the change process.
A change requires creation of awareness and commitment across the various stakeholder groups with targeted activities. We do this by having a clear communications cadence to cascade key messages as well as engagement activities. Likewise, managing employee energy levels to avoid change fatigue, disengagement and lack of commitment is critical.
Developing the right set of skills and behaviors is important for the success of every change. Understanding the stakeholder group’s existing capabilities and their learning needs is key for tailoring enticing learning opportunities. These will enhance their capabilities and create a compelling upskilling experience that is sustainable.
Change can often be complex, so applying a strategic, adaptive, and long-term lens to change management is key. Conscious efforts to monitor adoption progress, adjust accordingly and plan for sustainability are a central theme across all change activities.
With this following client example of a Global pharma company in Switzerland we showcase how we were able to support a global pharma company in Switzerland. The overall goal of the organisation was to improve the patient experience world-wide, by offering Patient Journey Partners (PJP) and doctors’ access to new advanced analytics solutions that generate customer insights.
Elsa Shaughnessy
Nick Lawitzke
Hiram Garcia