Project context
Re-tender of management positions at four customer service locations
Key areas
Assessment Centre, Selection Procedure, Stakeholder Communication, Development Paths, Mentoring
The role of grünlicht
Conception, management, and execution of the entire selection process
Starting situation
As part of a comprehensive restructuring, all management positions at the team and department head level at a total of four customer service locations were to be re-advertised.
- Scope: around 80 leadership positions
- Applicants: approx. 120 people, including existing managers and new applicants
- Goal: To ensure that operational work continued at a high level during the multi-week process, while at the same time offering prospects to all involved – including those who were not successful.
A particular challenge was balancing ongoing business with an extensive selection process. At the same time, communication with all stakeholders had to be fair and transparent, and the new leadership structure had to be geared towards long-term sustainability.
Our Approach
grünlicht oversaw the entire process from conception through to implementation and provided support in both project management and operational delivery.
- Consultancy and management throughout all project phases
- Design of the entire selection process – from preparation to the implementation of sustainable measures
- Conducting all assessment centres with realistic exercises such as self-presentation, analysis tasks, interviews, role-playing, and group work.
- Close coordination with the Group Works Council, Human Resources Department, and Management
- Continuous support in communication to involve all stakeholders
Measures in detail
A key component was the planning, organisation, and execution of assessment centres at four locations. Great importance was placed on realistic exercises and a comprehensible evaluation logic.
Alongside this, the evaluation and feedback were systematically set up. All participants received objective result analyses and systematic feedback discussions.
Based on the results, individual development paths for leaders were derived. In addition, a talent pool and a mentoring programme for future leaders were created.
Results
- Successful placements: Around 80 management positions were filled precisely – approximately half by new applicants, and the other half by internal managers.
- Operational stability: Business operations continued without loss of quality throughout the entire process
- Acceptance and transparency: high acceptance of results through clear communication and fair evaluation processes
- Sustainability: Establishing development pathways and mentoring programmes ensures long-term leadership competence
Key Learnings
- Structured selection processes create transparency and fairness.
- Sustainable measures such as development programmes are crucial to create added value beyond the selection process.
- Close involvement of all stakeholders significantly increases the acceptance of change processes.