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People Development
 
How we work

Our work is characterized by being solution- and resource-oriented, coupled with sound analytical skills. We utilize interdisciplinary synergies and base them on pragmatics. We place particular emphasis on human dignity and respect. We bring with us cultural sensitivity and strong ethical awareness. Our contacts and cooperation with universities and institutes ensure that we maintain our high level of professional competence. In our work we combine what has proved itself in the past with new findings and future trends. What we teach and represent in our consultations, we also provide in the form of continuing education.

Working examples:

1. People development: assessments for the selection and training of key personnel
2. People development: lead a successor out of the shadow of his or her predecessor
3. Organizational development: knowledge transfer from your headquarters into the global network
4. Organizational development: set up a matrix organization
5. Conflict management: release process as a result of restructuring
6. Experts for you: elaboration and management of a major anniversary symposium

 
   
Organisational Development
Conflict Management
Experts for you
 
 
 
 
 
 
 

5. Conflict management: release process as a result of restructuring

Task: a successful corporation wants to secure its success sustainably. This requires leaner structures, which in Switzerland requires a dissolution of selected departments and previous functions. This results in the release of long-standing employees whose re-employability is rather low. The goal of the corporation is a release process that is fair, employee-oriented and ethically sound. The excellent reputation of the company should not be tarnished by the separation process.

Challenges: restructuring with layoffs has a high potential for conflict and can diminish employee motivation - including that of those who can stay. Both the supervisors who must conduct the exit interviews as well as the affected employees suffer from great psychological pressure. Poorly conducted layoffs and errors in communication / information may cause serious damage to the image of the company. Unprofessional exit interviews can increase these negative effects, as well as cause massive psychological damage.

Our service : After a careful analysis of the situation, we design a differentiated process architecture. Important components are a finely structured schedule for the release process, preparation and reworking. We develop a communication strategy in cooperation with the communications officers. Emphasis is placed on the support of staff and their employability, so as to increase the chances of re-employment of the released personnel. The information and exit interviews of key personnel are prepared in detail. The persons who conduct the exit interview receive a careful briefing and appropriate training. The exit interviews are followed by a debriefing. The affected employees will receive an offer of psychological counseling - on site and in the aftermath of the process.

Result: The layoff process takes place internally as planned - without any escalation. Those affected gain an insight into the restructuring and are given a perspective. The separation process proceeds without public attention. Internally, the event is handled constructively.