▶️ An example from the nursing sector: a clinic is asking itself what the job of a nurse should look like in the future – with all the consequences in terms of duty rosters, hierarchies and working time models. What needs to happen in order to provide patients with the highest level of care AND offer attractive conditions for staff? After all, nurses should enjoy working in this job?
✅ In joint workshops, we were able to develop the strategic direction, give the new mission statement a new face and get the company talking to the employees of the future with a suitable employer branding and corporate influencer concept.
New work cultures are not only encountering economic challenges in the care sector. Processes like the one described can be observed everywhere. These are not small change processes, but larger-scale transformations that require different and new mindsets from managers and employees.
Example of mobile working
Many customers have been thinking about how to get their employees back into the office for some time now. 100% remote work is becoming rarer – the pendulum is swinging towards the hybrid form of hybrid working.
Example: shortage of skilled workers
Good employer branding is no longer enough to alleviate the acute “emergency”. The reality check shows that even new hires quickly leave. Retaining good staff is becoming more important than finding new colleagues.
The question today is: What job profiles do we need today and in the future? Who will still (enjoy) working for us in the future? What skills will be needed? The rapid pace of AI makes such considerations imperative. But general dissatisfaction, combined with a new sense of entitlement among employees, is also triggering these thoughts and the resulting processes. What changes do we need to make to our offering in order to remain or become attractive?
Internal communication must take these needs into account, not only in change processes and transformation phases, but on an ongoing basis, incorporate them into its strategic planning and remain in close contact with organizational development.