Rosenberger

from family-run company to international corporation

What it was abaout

innovative ORGANISATIONAL DEVELOPMENT IN THE PRODUCTION DEPARTMENT WITH 800 EMPLOYEES

A family-run company grows into an international corporation with 12,000 employees within two decades. Production is the heart of the company. In order to ensure future viability, a comprehensive change process is carried out: a new strategy, new structures, functions, processes and systems (in particular a new cross-production shop floor management system). We were able to accompany this change process for almost two years.
‍

What we have done

Agile systemiC DEVELOPMENT PROCESS WITH HIGH PARTICIPATION OF EMPLOYEES

In accordance with the KAOS philosophy, we put people at the center of the change work.

• Managing the change process hand in hand with the customer: Creation of a so-called change team with representatives from different areas and functions (with the involvement of the HR department and the works council). In regular retrospectives, we looked at challenges, milestones and our collaboration and planned the next process steps together. This enabled us to work agilely and with our finger on the pulse of the organization.
  ‍
• Strategic networking and alignment of all management levels within the individual divisions and across divisions. In this way, we achieved a uniform level of knowledge about the desired changes at all management levels and enabled a common and uniform approach.
  ‍
• Establishing sensible communication processes across departments and hierarchies, both in person and virtually. In this way, we ensure that information is passed on consistently and, above all, simultaneously.
  ‍
• Common understanding of leadership and roles with uniform leadership principles across the entire department. Our focus was on developing the lower management level into so-called "intrapreneurs" (with change and moderation skills).
  ‍
• Participatory involvement of all employees through their own managers in the concrete design of the new processes. For sustainable and viable results.
  ‍

What inspired us

The transformation of a family business that has grown historically and is deeply rooted in its homeland into a modern and globally oriented corporation requires courage and visionary thinking. The balancing act between tradition and innovation is a risky one. At the same time, contemporary structures, processes and attitudes are a decisive factor in securing the future viability of companies (and thus also jobs). In this project, Bavarian culture met visionary thinking. The hands-on mentality in the production area, the extraordinary commitment of our change team and the cooperative collaboration made it possible for us to continue to support a cross-departmental change process virtually from one day to the next (due to the pandemic). As a KAOS team, we were able to grow beyond ourselves together with the customer.