Organisational changes affect the workplace in different ways: they may have an impact on the tools, the content of jobs and the tasks to be done, on what employees require to be able to do a good job and find job fulfilment, and on employee relations within the company.

They require employees to be highly adaptive, something that is not shared equally between people and, more often than not, is a source of stress for people when reference points in the workplace are being challenged.

This is why we speak of ‘supporting continuity’ to accompany your business through change by restoring the centrality of work, i.e. analysing work to achieve transformative change.

The intervention may take place during two phases of change implementation.

During the experimentation phase, we can animate participatory workshops or discussion spaces focussed on work which are ‘embedded’ in work psychology to ensure moments of collective reflection about work in all its dimensions.

As part of an agile approach to change implementation, these workshops will focus on experiential aspects. The objectives pursued through these discussion spaces are many: to overcomes fears and inhibitions and prepare minds for change, to better understand job content, to promote engagement and team cohesion.