Organisations need to constantly adapt to today’s fast-changing, knowledge-based society. The associated organisational shift focuses on more autonomous structures, away from strict top-down managed hierarchies. These structures are commonly referred to as the future of work (Morgan, 2015).
Yet this organisational shift is a shift away from the familiar, from the known to the unknown. Employees’ feel stressed, anxious, and uncertain.
‘allofus’ is a service for employees of large organisations that are going through an organisational transition. The service’s goal is to foster a transparent cultural mindset throughout an organisation. A mindset that not only increases the employees’ awareness of the organisation’s shift, but also supports them in bringing in their ideas and beliefs of where the organisation should be heading towards. ‘allofus’ helps employees to understand their role in the situation, and encourages them to open up and empathise with co-workers.
Inspiration and Method
As a working student for PwC’s Digital team I have been collaborating on topics within the field of digital transformation that gave me a first impression how a lot of companies are handling digital transformation processes. Often employee support in these situations is offered from a very top-down perspective with a focus on what might be useful for the company but not necessarily supporting (also: understanding) the employees in that particular situation.
Yet I have learned and experienced that in the end in comes down to the people if an organisational and cultural transformation process is successful. Therefore in my thesis I wanted to take in the opposite perspective — taking in a bottom-up point of view, and finding ways to support employees from a user-centered perspective through the transformation process. I am intrigued to explore in what way a human-centered design approach can inform the field of organisational change, and propose alternatives to how we deal with this matter nowadays.