This case shows all executives and managers knew what actions to take in order to improve employee engagement and position the company for its future organizational transformation

Change Accelerator’s Ability To Let You Succeed With Your Change


A large European financial services company had gone through a major organizational transformation over the past two years caused by factors: 

  1. The company was acquired by a private equity, which resulted in many top executives leaving including a replacement of the CEO. In fact, a totally new leadership team 
  2. Fast¬†growth¬†since the¬†acquisition¬†and¬†a¬†rapid expansion of its¬†workforce¬†had created¬†a cultural divide between the ‚Äúold‚ÄĚ and the ‚Äúnew‚ÄĚ staff.¬†The fast growth was expected to continue.¬†

The new leadership team decided they needed an organizational baseline for its transformation activities. They had two clear ambitions. They wanted to: 

  • Identify¬†focus¬†areas¬†to¬†ensure a healthy¬†& sustainable¬†work environment during the fast¬†growth¬†phase¬†they envisioned¬†
  • To understand how they could engage¬†the informal influence¬†&¬†collaboration¬†networks in¬†their organizational transformation¬†journey¬†

Innovisor was asked to provide a solution to deliver on these ambitions. That entailed conducting the first employee engagement survey in the company’s history and an integration of an ONA, so key actions to boost employee engagement and increase satisfaction with the workplace were identified, as well as who to engage in the subsequent activities. 


The integrated solution consisted of three steps: 

  1. Identification of the factors that drive employee engagement 

First, we ran a Key Driver Analysis, which enabled us to identify the areas with the biggest impact potential. We did it by first defining the critical success factor, in this case the question linked to the Employee Net Promoter Score (eNPS), which measures the employees’ willingness to recommend the company to a friend as a great place to work. 

Then we identified the key drivers of the eNPS score, and lastly, we identified the sub-drivers to the key drivers. These were then the activities the company needed to prioritize to improve its employee engagement.  

  1. The measurement of the different factors in different aggregated groups

Second, we¬†took¬†a closer look at different groups in the company ‚Äď based on attributes like location, function, tenure, hierarchy, etc.¬†‚Ästto see¬†how they compared¬†on¬†engagement and satisfaction with the workplace.¬†This allowed¬†us¬†to narrow down the areas to focus¬†actions on.¬†¬†

  1. The identification of key people among employees 

Finally, using¬†organizational¬†network analysis, we¬†identified¬†and crystalized the¬†cultural¬†gap between¬†the ‚Äúnew‚ÄĚ and the¬†‚Äúold staff, but also a gap¬†between¬†top leadership and¬†middle management.¬†¬†

In classic Innovisor-style¬†we also identified¬†the¬†most influential¬†employees¬†in¬†the informal networks. These¬†employees¬†were engaged to¬†act¬†as ‚Äėvoice of the people‚Äô, since they had¬†access¬†to¬†colleagues¬†and influence on their¬†perceptions¬†in the¬†workplace.¬†In line with¬†the #ThreePercentRule, 3% of¬†the¬†employees¬†in the organization¬†influenced¬†90%¬†of their colleagues.¬†So,¬†they¬†were a really¬†valuable asset¬†to¬†engage in the¬†organizational transformation¬†journey.¬†


The eNPS score of the company was far lower than the benchmark for the financial services industry in general. This indicated issues with employee engagement and satisfaction with the workplace, but surprisingly was perceived a good baseline for the CEO in the work towards improvement. 

Two key drivers were identified at the overall company level, so that all executives and managers knew what actions to take in order to improve employee engagement and position the company for its future organizational transformation.  

Specifically, they needed to improve their internal communications from being one-way focused on e-mails and sharing information on the intranet to being more two-way. Also, middle management needed to be better equipped to role model the behaviours and communicate the priorities of the future strategy. 

Do you want to be notified about our newest cases? Subscribe to our newsletter.