Supporting a successful merger: The GASCO 21 journey (part 2) (page 2 of 2)

Serving on the GASCO 21 Team also provided the high-potentials exposure to the senior management and upon completion of their assignments they were recognized for their superior performance and assigned to positions far ahead of their peers.

In fact, the last 3 years of survey results have clearly indicated how the employees' satisfaction with the organization has translated into bottom-line achievements. The results show the workforce feels more involved and committed to GASCO due to the improvements in all of the company's 8 cultural attributes. As employee satisfaction has risen so has the company's KPI achievements - from 85% to 109% to 118% achievement.

What's Next?

The GASCO 21 Journey has become a vehicle that is moving the organization forward as a larger, stronger and quality focused enterprise by leveraging its combined capabilities for greater opportunities for its customers, employees and Shareholders. This is being made possible by reaching out to its most valuable asset, the employees. Although significant achievements have already been realized the GASCO 21 Journey will continue driving the organization forward in "Realizing the Vision" and helping GASCO forward toward a promising future! For more information visit the website: http://www.gasco.ae/www/

Summary and Lessons Learned

The underlining goal of the GASCO 21 Journey was to prepare the company for the future by creating a culture of continuous improvement. Many changes were initiated within GASCO and one of the most powerful was creating a more open and transparent culture that relied heavily on empowering the people. The results of having an empowered workforce were reflected by the performance increases that took place during the first 3 years of the Journey. The Shareholder's KPI achievements rose from 85% to 118% during that time.

Other benefits included improving business processes & procedures, improving the leadership capabilities of the staff, and creating alignment between their work efforts and the company's mission. One of the most notable achievements was improving openness and transparency throughout the organization, which improved employee morale and commitment.

Although the GASCO 21 Journey has been extremely successful there are seven vital lessons any organization should be aware of before launching their own change program:

1. Scope & magnitude of the change is often underestimated
2. Determining the manpower requirements of the change team is critical
3. Dedicated resources are required to ensure change efforts are successful
4. Overcoming resistance-to-change takes time
5. Management support must be visible at all times
6. Support of both managers and employees is required
7. Everyone in the company must "Walk-the-Talk"

As the Journey continues to open new doors GASCO is moving closer to "Realizing the Vision" and with the proper preparation your organization can launch its own GASCO 21 Journey!