Gofore’s change experts supported the initiative for 18 months from planning until the months after go-live by creating change and communications plans, a communication material library as well as contents for info sessions and intranet supported by Kemira’s key people. Gofore’s change experts also supported Kemira with ensuring progress with the change, communications and training activities and acted as a sparring partner for the initiative leaders on topics relating to the people side of the change.
The aim of the change plan was to ensure people gained understanding of the change and how it concerns them. Internal communications channels for each stakeholder group were defined and built ensuring that both one- and two-way communication was included. It also ensured that roles and responsibilities were clear from people change management perspective for everyone involved, and that the line organisation was actively involved in leading the change. Change progress was measured four times with the Celkee Insight tool, and the change plan was amended based on the results. As a result, the measurement showed significant improvement in people understanding why the change is happening and what it meant for them.
It was important to Kemira that the people change management stream put together a unified and transparent change story for the initiative and carried out continuous communication to the several stakeholder groups identified. As a solution, Gofore’s change experts put together a change communications library which was available for anyone from the organisation when communicating about the initiative. The contents of the library were extended along the way and separate communications contents were created to external stakeholders as go-live approached. Possible mix-ups and spreading of false information were minimised with relevant, transparent, and timely communication.
