Change management & climate

Change managementthe way an organization is guided through a transformation of its structure, its ways of working, its systems or its leadership. It covers reading the ground, the communication plan, preparing the managers, support during the transition and checking what actually took hold. Workplace climate, for its part, can be measured: it is how your employees perceive their environment, your practices and their managers at a given moment. Unlike culture, which takes years to shift, workplace climate reacts within weeks, and a change that is poorly handled is what degrades it fastest.

Project

A change is planned around what your teams actually go through, not around the impression of it formed in the executive office. I measure the climate first, through surveys, interviews and anonymized sessions with the groups concerned, then I hand you a written picture of what is blocking. The plan follows: who announces what, to whom, at what moment, and what gets done with the reactions.

This is the format that suits a change with a date on it, a reorganization, a move, the arrival of a new owner, or a climate you finally want to see clearly. Your managers are prepared before the announcement, not after.

  • Climate diagnostic through surveys, focus groups and interviews
  • Picture of the issues and prioritized recommendations
  • Change management plan and communication plan
  • Support to managers through the transition
  • Team realignment and mediation of tense situations

Ongoing

A transition takes months, and it is during those months that the original plan drifts: messages get interpreted, managers improvise, and leadership finds out last. I take the pulse at fixed intervals so that the plan gets corrected against a measured gap.

It works as a monthly block of hours, sized to your headcount and open to revision. It suits companies that are growing, reorganizing or changing owners.

  • Monthly follow-up on the climate and the pulse of the teams
  • On-site presence at the pivotal moments
  • Coaching for managers, case by case
  • Facilitation of difficult team meetings
  • Report to leadership, including turnover and absenteeism
up to 50% of eligible expenses

Your project is probably eligible for funding

Most of the businesses I work with are eligible for the measure. The Concertation pour l'emploi measure, through its human resources management support component, subsidizes the fees of an outside specialist. Strategic planning, structure, communication, leadership culture and organizational surveys are all on the list. Priority goes to companies with 6 to 99 employees.

  • A first 30-minute call, no strings attached, to see whether your situation fits.
  • You contact your Services Québec business advisor to confirm the interest of your project and the budget available.
  • I give you in writing what you need to support your request: the scope of the mandate, the schedule and the fees.
Check my eligibility

The rate and the decision rest entirely with Services Québec, which judges according to the nature of the project, your financial capacity and its own budget availability, and the measures change from one year to the next. Note as well that work stemming from an obligation set out in a law or a regulation is not eligible under the measure.

Frequently asked questions

Doesn't a climate survey risk creating expectations?

Yes, but it only becomes a problem if nothing follows. That is why I don't take on an organization that has no intention of acting. The rule is simple. Results go back to the employees, we name the two or three priorities that were retained, and we say plainly what will not be done.

Will employees answer honestly?

More honestly than they would with their boss, yes, and that is the first reason to go through someone from outside. The second is that the anonymity is real: answers come straight to me without passing through you, and written comments are reworded so that nobody can be recognized. Employees know this before they answer, and it changes what they write.

How long does a diagnostic take?

Four to six weeks for a small or medium-sized business: one week of preparation, two of collection, then the analysis and the presentation. You have the picture and the recommendations before committing to anything else.

We are in the middle of a crisis. Do we have to wait for the diagnostic?

No. When things are on fire, we stabilize first by clarifying who decides, what is being said and to whom. The diagnostic comes afterwards, once people are in a state to answer questions with something other than raw emotion.

A first 30-minute conversation, no strings attached

Let's talk

Reply within one business day.