“The less people know, the more they yell.”
– Seth Godin
Creating a vision for a project and turning it into reality is the main aspiration of the Infinity Group team for any project.  However, there is no doubt that the change will be unequivocally challenging for any organization, especially if it is one of mass size. As a team, from Client Relations to Project Consultants to Design to Business Development to Project Directors, we put change management and communication in the forefront.  Creating a place where employees can flourish in the skills, communicating the design and implementing the change are 3 legs of the tri-pod for an office fit out success. It will almost always be a challenge to get everyone a hundred percent on board with change, but it’s never a challenge for our team to create space that is accommodating and an asset to employees when doing their job.
Change management has flourished as a way to transition individual teams and organizations into a new way of working.  According to the Harvard Business Review’s article “Change Management Needs to Change”:
most studies still show a 60-70% failure rate for organizational change projects — a statistic that has stayed constant from the 1970’s to the present.
However as business partners, it has been always been important for us to listen to our client and establish a plan in the beginning that adopts a successful transitioning process:
  • Intensifying Employee Engagement – Use change as a way to increase employee engagement which can lead to an increase innovation and productivity. Explain upfront that everyone adds value and is important to the process.
  • Communication – Emotions and personal ethics is the foundation of how people react to change. Therefore as business partners, it is of high priority for us to have discussions with our clients. Workspace designs are created based on the collaboration between our team and the clients input. It does not stop there because throughout the project we provide weekly reports as well as weekly project meetings that pinpoint where the project stands and where it is heading.
  • Implement Change Through Engaging, Not Managing – Engage with your employees rather than managing them when it comes to transitioning. It allows them to embrace the change, create the “new” good and if you give them a vision of the outcome, then they can see the goal of a more conducive and productive workspace.

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