Workforce transformation

Executing performance measures is often associated with the transformation of staffing structures and even workforce reductions. Roland Berger accompanies clients through this complex and highly relevant process, including supporting the interaction with works councils and labor unions in countries with complex co-determination arrangements.

Workforce transformation is not just a sensitive issue with strong business relevance; in some countries it is also subject to complex and formalized co-determination processes. At Roland Berger, we accompany our clients end to end, throughout the entire process from concept development to execution, drawing on our experience from large numbers of projects and our successful dialogue with labor law practitioners, works councils and labor unions.

As key elements for the rapid and successful execution of workforce restructuring, with as little fuss as possible, in countries with social dialogue, we develop a White Book, a Negotiation Play Book and a series of other supporting analyses.

The White Book is the central element for informing the unions and works council(s). It describes in detail both the economic situation and the need for action, as well as the workforce measures leading to the org chart for the to-be organization and the further steps for implementation.

The Negotiation Play Book describes the framework for negotiating with works councils and unions. It incorporates formal aspects like stakeholder analyses, the negotiating team's configuration, the meetings plan and the associated governance. It also encompasses substantive aspects like scenario analyses including financial impacts, negotiation strategies and fallback options, and a detailed communication plan.

The overall process will be complemented and supported by additional analyses and detailed concepts. These normally include:

1. Various simulations on savings, social costs and social selection, voluntary redundancy programs, etc.
2. A staff transfer matrix for the detailed documentation of the organizational changes and to serve as a basis for detailed implementation monitoring
3. A comprehensive and detailed communication concept including narrative and a detailed communication plan to inform and integrate internal and external stakeholders in the case of complex restructuring measures.

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