The world is speeding up. Organizations too.

Organizations have become more dynamic than ever. Pressure to keep up with competitors rises and opportunities may not be missed out: change becomes inevitable in order to improve and advance. New ways of thinking must be established to deal with the current challenges. But lack of control and uncertainty can easily slow down positive developments.

Change is a natural thing. But it’s easy to fail.

Change is easy to fail, when complex systems – such as organizations – are supposed to change in a certain way. Thus estimates claim that up to 70% of all change processes deteriorate. This results in enormous costs and frustration of the employees. Though the effectiveness is hardly measured during change processes which makes it hard to adapt to occurring problems.

Change requires courage. And valid information.

Valid information is needed to draw the right conclusions and identify effective levers during organizational change. We see the solution in monitoring the success of ongoing change processes by measuring specific performance and satisfaction metrics. This enables managers to react promptly and to readjust the strategy when things go wrong or targets are not met.




With the  ChangeLink we offer a powerful tool to provide significant information for the management about the success of ongoing change processes. Early insights enable to identify and manage upcoming challenges with low financial effort.

Data driven

The basis of the ChangeLink are continuous measures of relevant hard and soft facts on different levels. Each employee affected by the change process can be assessed (e.g. employee engagement) as well as critical performance metrics (e.g. adherence to time plan) are included. Due to a unique survey algorithm the necessary amount of respondents can be reduced effectively.

Guidance for decision making

An easy to use dashboard and regular reports with clear diagrams show automatically all relevant indicators at a glance. Vertical and horizontal comparisons of perceptions concerning the change process can be revealed (divided by relevant groups, e.g. certain units or teams), change patterns become visible, effectiveness of interventions can be proved and a warn signal for critical developments is active. Altogether the ChangeLink yields valuable insights which enable managers to maintain success or tackle upcoming challenges. In addition to that evidence based decision-making is possible, which is crucial for successful change processes.