Persistence is key when bringing about organisational change. Moelven is proof of that. By Lasse Jalling - Partner and learning architect
In the spring of 2018, Moelven embarked on a journey to recognize its employees as pivotal assets for the company’s evolution. The first step was to identify the very essence of Moelven, capturing its unique identity, and distinct qualities. This introspection led to the creation of Moelven’s narrative, highlighting its synergies, distinctiveness, and intrinsic personality, essentially laying down a foundational “point of view” analysis. Collaborating with Effect, the term “Active employeeship” came to life. While the concept has taken root, it remains malleable, adapting to ensure its perpetual relevance and significance.
As the seasons transitioned from spring to autumn, a comprehensive and inclusive endeavor was undertaken. The executive team was engaged and tested, fostering a deep-rooted ownership of the concept and process. They actively shaped the interpretation of “Active employeeship” at Moelven. This developmental journey led to the creation of Dialogue Mats tailored for both management and staff, accompanied by a clearly illustrated execution strategy.
The initiative took off within the top management in January 2019, cascading down to divisional leadership and subsequently the departmental tiers. Then came Covid.
In collaboration with Specifique, Moelven swiftly pivoted, innovating digital versions of the Dialogue Mats. This adaptation was later complemented by tailored and user-friendly booklets for individual use (detailed in a separate article).
By early 2022, an impressive 90% of Moelven’s 3,200 employees had engaged in substantive discussions about the essence of “Active employeeship” and its implications for individuals and their respective teams. A majority of the leaders have undergone this module, continually engaging with, revisiting, and deepening their understanding of the term and its potential. Moreover, there’s now a symbiotic connection between the employees and Moelven’s HSE framework. Through initiatives like the “HSE-hero of the month,” there’s an increased awareness about individual contributions and the impact each person can make.
The fruits of the efforts initiated in 2018 were evident in the employee survey of autumn 2020. Employees consistently rated their ability to contribute and their active contributions above average, with scores averaging over 6 on a 1-7 scale. Moreover, Moelven has refined its core values, creating a direct correlation between these values and employeeship.
Change is a marathon, not a sprint, a sentiment universally acknowledged. Yet, Moelven’s unwavering dedication to transformation stands out. Their journey demonstrate how change initiatives should be planned, grounded, communicated, fortified, and ceaselessly evolved. As the Swedes say: achieving results requires one to both “hållå i” (hold on) and “hålla ut” (persevere). We are profoundly inspired by their commitment and are privileged to have accompanied them on this voyage. The most exciting part? The journey is far from over – Moelven aims to elevate their HSE initiatives and leadership even further. Kudos to Moelven!
If you would like to know more, contact Executive Director of HR & HSE Yngve Andreassen – or learning architect Lasse Jalling in Specifique.
