Involve different groups of employees to get a view on satisfaction levels and the sense of urgency/ need for change. Understand what drives satisfaction and dissatisfaction with these different segments of employees and identify the practical solutions they themselves suggest and understand the more structural changes required.

Synthetron helped a major hospital complex in Belgium to identify the current level of satisfaction an the need for change/ improvement involving in separate discussions the nurses of the 7 different sites, the central service,  the logistic and pharmaceutical support, the doctors and the cleaning staff.

After presenting the change program, its different dimension and time lines to core change agents, seek feedback, engage change agents in the process and efficiently use their insights to improve the change roll out. Understand the level of alignment, the way the core change agents perceive urgency, identify the most important resistance, bottlenecks, gaps and understand what specific levers will help accelerate implementation. Get a feel of most important key success factors and accelerators for implementation.

At regular interval (3,6,12 months) obtain from different groups in change program  feedback on progress. Get an insight into level of alignment, the self assessment of progress, what they identify to be most important roadblocks, gaps and resistance. Understand the success stories, the potential accelerator measures, the necessary adjustments needed – in the eyes of the participants- to be more successful.

Synthetron has proven to help management in a merger process of commercial brands to better understand core employees they wanted to retain. By understanding how these core employees measured brand values of merger companies, what was their resistance based on and what were in their eyes key levers or propositions going forward.