An international organisation like Kellogg understands the need to handle change delicately. When preparing to launch a revolutionary, multi-million-pound change project, the Company called on Enthuse for support.
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While growth is a great thing, it needs to be handled delicately to avoid engagement and morale slipping. Fortunately, Direct Rail Services realised a change in approach was vital to get internal communications - and its future success - on track. Enthuse stepped in to help set the wheels in motion.
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Our latest client case study explores how Quorn discovered that successful change programmes prioritise communications and place engagement at their core.
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Transformative business ideas only make a difference when they become reality. If your concepts get lost in translation, or they fall on deaf ears, important change fails to happen. As one client discovered, read more in our latest client case study.
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Change is inevitable, yet more than 70% of change programmes fail. Failure isn't an option for a household name like wilko, so every team member needs to embrace progress to keep a competitive edge.
So, what does this look like in practice?
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Family brand wilko employs nearly sixteen thousand team members. With strong core values to “be better every day, pull together, respect each other, show that we care, and make it fun”, wilko places a strong emphasis on supporting team members to be free to be at their best and free to belong.
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High street hero wilko called on Enthuse for support on a landmark consultation process that would see the retailer invest £60 million in Optimus, a large-scale internal transformation programme.
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Approaching its 90th year in business, retail giant wilko came to Enthuse with a clear objective: how could the brand communicate an ambitious internal strategy - embodying its history and future - with team members?
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