Workshops offer an engaging approach
The Fit for Growth restructuring program has brought about changes in the ways of working throughout Kemira. The kickoff for the company’s new mode of operation was organized in the form of global and regional workshops, which were attended by a total of 250 participants. The workshops were realized in a cross-functional effort. Face-to-face engagement allowed a good opportunity for attendees to ask questions and give feedback as well as network with people from all areas of the organization.
The focus of the workshops was to discuss the changes arising through the organizational restructuring. “The workshops were done on the right time giving clear guidelines about the organizational changes: what they are and which results we expect,” Kemira Uruguay’s Managing Director Pedro Cirillo explains. “Through the workshop, we were able to communicate key themes such as being closer to the customer’s organization and enabling faster decision making, ready for market growth,” Cirillo describes.
RACI redefining roles and responsibilities
The new roles of the employees were also a key issue on the agenda, addressed through RACI training. RACI is a tool for identifying roles and responsibilities during organizational change. “RACI attracted a lot of attention and questions during the workshop. The discussions helped to remove the mystery of what it means to our organization and how we will use this tool,” says Leanne Fisher, Talent Development Manager in North America. “The RACI training with case-examples gave us an opportunity to practice together how to use this tool in our work processes,” Fisher continues.
Towards continuous development
The workshops were one of the first concrete measures in realizing Fit for Growth at Kemira, and also enhancing continuous development and learning by sharing. The next step is for the managers to communicate the information to their subordinates; to train and support the people in assimilating the new mode of operation throughout Kemira. The change will also be followed up through smaller Pulse surveys and a large engagement survey, Voices@Kemira to be conducted in the first half of 2013.
According to Pedro Cirillo, the most important thing to focus on is to get people participating actively in the implementation of the new mode of operation. “This was a great opportunity to openly discuss the new organization and its impact on our employees,“ Cirillo reflects.