Bexer is a new and refreshing player in the field of rewards, benefits and people analytics. New, but also with decades of experience, we love to use our expertise to support clients during reorganisations. We start of by establishing the reasons for the reorganisation, a shared sense of urgency. It is incredibly important to establish clarity on the need to reorganise. A consistent and compelling storyline, supported by the board and management, is a prerequisite to convince employees and social partners of the need for change.
Next we start the preparations. We determine the legal framework by taking inventory of how current rewards and benefits have been legally agreed upon and by establishing the legal role of employees, works council and unions in the reorganisation. In addition, we establish the possible routes to reorganise, what you can and cannot do, and determine the impact for employees, the organization and the company reputation. In this phase we will also conduct analyses and facilitate working sessions to determine the most appealing scenario’s and to calculate the detailed (financial) impact per scenario. Once all options are one the table we will support with decision-making and storyline-building. Once the route and roadmap are clear we will determine how to communicate on the reorganisation and how to establish buy-in from all stakeholders.
With the preparations behind us the approval process commences. Depending on the change we will need involvement and approval from individual employees, the works council and/ or unions for certain parts of the reorganisation. Bexer can support with meetings, negotiations and communication.
Once the required consent is obtained, the implementation phase kicks-off. Possible the reorganisation has resulted in some unrest within the organisation. In this phase clear and compelling communication toward managers and employees is key. Personalised communication, supported by impact calculations, is often required to provide employees with clarity on the change.