An abundance of technology,
but still a worklife in beta?
WorkWays started with a question of why? We have an abundance of technology, digital devices and brand-new digital work platforms. However, most people still primarily use the over 20-year-old e-mail system.
This is a challenge for collaboration, efficiency and productivity. Especially when organisations are becoming agile and dynamic.
There is currently an unprecedented opportunity, to create a more effective and better work life. New technology platforms enable this, but the actual use must be determined from concrete business processes, actual needs and with an understanding for human behaviour.
We are on a mission to let efficiency and productivity loose, ultimately achieving a better work life.
Our mission for your workplace is to find out, how business processes can be improved with the new digital workspace? How can we work better together, structure information and not miss out on the most important stuff? How can we take full advantage of the new technology to improve meeting efficiency and have fewer, better and shorter meetings? Can we achieve more freedom and flexibility? When does it make sense to use bots and other integrations? How can we rescue the “deep work” and not get disturbed all the time when we must concentrate?
what we do
THE NEW DIGITAL WORK PLACE
We roll-out your digital work platform, so it is translated into real value, increased efficiency and productivity.
We work with easy-to-understand maturity stages where we offer tailormade solutions and methods to each level.
FOR THE BUSINESS
Our starting point is always the business processes and how the new digital work platforms can help transform these.
FOR THE HUMANS
Technology is just technology until it is used by humans.
The new digital work platforms have to be useful for everybody or we will all miss out.
We integrate human behaviour in our roll-out plans, visual learning and communication.
BEFORE YOU
HIT PLAY
The best starting point for a successful activation of the new cloud services, is to understand the users and the Organisations change readiness.
We offer to conduct an ongoing quantitative analysis based on questionnaires that focuses on understanding the different areas of the organisation in relation to general digital capabilities, resistance to change, competency for change and culture for change.
This assessment will act as the base for the planning and prioritisation of the Service Adoption Route in which the new technologies will be adopted and activated.
We can tailor this analysis to your specific industry and organisation.
BEFORE YOU
HIT PLAY
70% of all change management processes fail (McKinsey 2015)
Adopting to a new social-wired workplace requires an understanding and mutual agreement of the new digital communication and collaboration strategy.
Humans are creatures of habits. So, in a busy everyday life, it is difficult to change the way we work. This is especially the case, if the new technology is complex and it is hard to imagine how this will make your life easier.
Our starting point is always our client's actual reality – this could be the line of business, department, team and individual level. Obviously, the needs for an architect firm, HR-department and a public administration can vary widely.
We believe in learning that visualises the grand idea behind it all and invites the employees to shape and agree to the new collaborative ways of working.
We break theory and practice into smaller behavioural actionable bits, that fit into different maturity levels. So, the digital transformation is manageable and easy to approach
HUMANS ARE STILL HUMANS
70% of all change management processes fail (McKinsey 2015)
Adopting to a new social-wired workplace requires an understanding and mutual agreement of the new digital communication and collaboration strategy.
Humans are creatures of habits. So, in a busy everyday life, it is difficult to change the way we work. This is especially the case, if the new technology is complex and it is hard to imagine how this will make your life easier.
Our starting point is always our client's actual reality – this could be the line of business, department, team and individual level. Obviously, the needs for an architect firm, HR-department and a public administration can vary widely.
We believe in learning that visualises the grand idea behind it all and invites the employees to shape and agree to the new collaborative ways of working.
We break theory and practice into smaller behavioural actionable bits, that fit into different maturity levels. So, the digital transformation is manageable and easy to approach
BEFORE YOU
HIT PLAY
70% of all change management processes fail (McKinsey 2015)
Adopting to a new social-wired workplace requires an understanding and mutual agreement of the new digital communication and collaboration strategy.
Humans are creatures of habits. So, in a busy everyday life, it is difficult to change the way we work. This is especially the case, if the new technology is complex and it is hard to imagine how this will make your life easier.
Our starting point is always our client's actual reality – this could be the line of business, department, team and individual level. Obviously, the needs for an architect firm, HR-department and a public administration can vary widely.
We believe in learning that visualises the grand idea behind it all and invites the employees to shape and agree to the new collaborative ways of working.
We break theory and practice into smaller behavioural actionable bits, that fit into different maturity levels. So, the digital transformation is manageable and easy to approach
CASE: Microsoft teams adoption in 5 stages
Blog section
NEXT LEVEL KURSus MICROSOFT TEAMS
MASTERCLASS: HR I EN NY VERDEN AF HJEMMEARBEJDE
70% of all change management processes fail (McKinsey 2015)
Adopting to a new social-wired workplace requires an understanding and mutual agreement of the new digital communication and collaboration strategy.
Humans are creatures of habits. So, in a busy everyday life, it is difficult to change the way we work. This is especially the case, if the new technology is complex and it is hard to imagine how this will make your life easier.
Our starting point is always our client's actual reality – this could be the line of business, department, team and individual level. Obviously, the needs for an architect firm, HR-department and a public administration can vary widely.
We believe in learning that visualises the grand idea behind it all and invites the employees to shape and agree to the new collaborative ways of working.
We break theory and practice into smaller behavioural actionable bits, that fit into different maturity levels. So, the digital transformation is manageable and easy to approach
client testimonials
Sekretariatsleder - MADE
LISBETH HEYDE
I had a clear sense that good membership data, would become very valuable for us.
CEO - Energy Innovation Cluster
GLENDA NAPIER
Intelligent data management is a great advantage in managing our cluster collaboration.
Managing Director - Norwegian Tunnel Safety Cluster.
ATLE RISKEDAL
My best advice for such a cluster organisation is: Have WorkWays management included in the plans right from the start!
about us
