To ensure the maximum success of the process work, it is crucial to involve employees actively in designing the new processes. This ensures a robust and enduring implementation and change.

Figure 1: The figure illustrates key focal points in the process work that should always be addressed

Begin the process work by clarifying the purpose. In this phase, it can be beneficial to ask employees to describe their ideal scenario for the future once the process change has been implemented. You will typically receive various perspectives on the desired future, which can help define the purpose of the work.

One often overlooked aspect is linguistic misunderstandings, where, without realizing it, we may have different interpretations of what key concepts actually mean. It's essential to identify central key terms and clarify their definitions with employees so that everyone starts from the same baseline.

Another overlooked factor is the lack of knowledge among the involved employees. It's crucial to educate employees so that their input and participation add the maximum value to the process work. This doesn't necessarily require extensive training plans but rather a precise identification of key knowledge that employees can acquire, perhaps through micro-training integrated into their daily routines.

In a change process, it's natural for us to be conservative and only believe in a change when we see it in practice. Therefore, employing beta testing, where changes are tested multiple times before the team collectively decides whether the change should be permanent, can be beneficial. This method is highly effective in overcoming resistance to change.