Shaping the Future with New Work
Roche is a globally successful and innovative company - and wants to remain so in the future. However, needs are changing ever more rapidly, becoming increasingly individualized, and the existing Roche Basel/Kaiseraugst site organization must be able to continuously adapt to new challenges. With the goal of high customer orientation and employee satisfaction, it was decided to strengthen the area by implementing a modern organizational system for tomorrow's working world. With over 1,300 employees and ongoing operations, this was no easy task.
In the following, you will learn how Roche Site Organization Basel/Kaiseraugst initiated and implemented the transition to a role-based and purpose-oriented organization with shared leadership - and what role Unic played in this process.
- Customer
- Customer since
- 2021
- Go-Live
- September 2023
2,100
Roles
150
Circles
40
PS Org Model Trainers
40
Change Agents
About Roche Site Organization Basel/Kaiseraugst
The Site Organization is the face of Roche in the region, is responsible for operating the site and implements the corporate strategy.
The approximately 1,300 employees contribute enthusiastically to success stories "made in Basel".
As an important player in the life science ecosystem, the Site Organization strives to shape the future of the healthcare industry sustainably.
It creates an inspiring work environment to promote collaboration.
The Site Organization supports the Business and Group Functions with a total of over 12,000 employees.
The Site Organization offers a comprehensive range of services for both the business and employees. It ranges from the site's energy supply to logistics for the various business areas, from the reception area to planning employees' retirement provisions. In addition to the diverse services, the Site Organization is also responsible for carrying out major construction projects. An outstanding example of this is the impressive "pRED Innovation Center". Tavero AG is also part of it, which provides excellent catering at the site.
After Unic had already helped transform the approximately ten times smaller "Real Estate" area at Roche in 2021, we were allowed to present our ideas on modern organizations to the site management. The preliminary work at Real Estate, Unic's broad experience with modern transformations in other corporations, as well as our own experiences as a holacratic organization and our purpose, "We make digital human", were convincing.
We were then allowed to advise the management team on transformation issues, which started in 2020, and subsequently accompany them in workshops. This resulted in the transformation team #PSkonkret!, with the strong purpose
"We shape the We of the future: Concrete. Together. Courageous".
New Work: role-based, with shared leadership
The jointly developed solution approach is based on a modern organizational model developed for Roche Site Organization Basel/Kaiseraugst based on the following principles:
Role-based work
Work is described through roles and employees can fill multiple roles in different circles.
Shared leadership
Decision-making is distributed across various roles and circles in the organization. Decisions are made in the roles with the corresponding competencies and responsibilities.
Purpose orientation
The purpose is the guiding element for everyone in their work and provides orientation for the organization and the roles.
Adaptive system
The organizational structure is dynamic and can be continuously adapted to needs without requiring further transformations.
Consent-oriented decision mode
Decisions are made based on minimizing resistance (consent) rather than maximizing agreement (consensus).
Joint introduction with phased approach
Throughout the entire process, it was important to maintain orientation and alignment - while enabling employee autonomy to unleash their full potential. The introduction of the new organizational model was therefore defined for the entire organization at a fixed point in time (September 1, 2022), with four clear phases planned.
Preparation
Definition of goals and conception of the new PS organizational model and creation of the initial circle and role structure
Transition
Implementation of new meeting formats by Org Model Trainers
Accompaniment
Accompaniment of circles by Org Model Trainers
Operation
Circles operate autonomously and are supported by Org Model Trainers on a case-by-case basis
The phases were accompanied by specific training sessions and exchange forums for various roles. 40 Org Model Trainers were deployed, guided and supported by Unic.
Challenges in implementation
Such a fundamental transformation of the organizational structure always brings a range of challenges. In the case of Roche Site Organization Basel/Kaiseraugst, these were particularly:
The sheer size
With 1,500 employees, everything we wanted to implement had to be planned on a correspondingly larger scale:
the number of trainings
number of dialogue sessions
number of change agents
etc.
The diversity of activities
Roche Site Organization Basel/Kaiseraugst is very diverse in terms of its activities and covers everything from workshops with craftsmen, to communication, logistics, fire department, to medical services with doctors.
The need to become concrete
Especially in large corporations, changes are often only superficial - and often remain more wish than reality. At Roche Site Organization Basel/Kaiseraugst, it was important to make the transformation concrete and tangible. This required a lot of courage from the decision-makers, as the transformation affected a very operational and essential area.
The grown corporate structures
The organization, which has grown over decades, is deeply embedded in comprehensive corporate structures, such as binding HR processes, compliance requirements, etc. Self-organization and agility had to be well combined with an entrepreneurial and highly regulated environment.
Change fatigue
Previous transformation steps and the effects of the Corona pandemic had left their mark on employees.
Dealing with responsibilities
It was important to motivate employees to take personal responsibility in decision-making and to move away from too many consensus decisions.
Acceptance of new rituals/routines
It was necessary to overcome initial frustration due to unfamiliar meeting rituals and various pattern breaks and to strengthen trust in the new process.
To give employees more security in their new roles, a new foundation was laid, consisting of two pillars: The Org Model Playbook and Holaspirit.
The PS Org Model Playbook
The Playbook is based on various modern organizational systems (including Holacracy and collegial leadership) and ensures work in self-organization with autonomy and alignment. It includes common rules that are binding for everyone within Roche PS. The Playbook thus replaces the previous, different organizational approaches of the various departments and areas and is the prerequisite for the continuous further development of the organizational structure.
The PS Org Model Playbook contains a series of binding fundamental rules and procedures for the management and operation of the organization; the common basis for future collaboration within the area as well as tools for implementing shared leadership.
The use of Holaspirit
Internally at Unic, we have been working with Holaspirit for six years. The tool offers a simple and effective structure to always have an overview of the living organism of all circles. That's why we also use Holaspirit at Roche Site Organization Basel/Kaiseraugst. The tool allows:
Visualization of the circle and role structure
Role inventory with assignment of people to roles
Real-time visualization of changes in the circle structure
Transparency in the circles
Overview of all ongoing work (projects, actions)
Circle-specific metrics, checklists
Support of operational and structural meetings
What were the success factors for the transformation?
The full commitment of the organizational leadership to change was certainly essential. Dedicated internal coaches from the organization conveyed the new ways of working in everyday work, strengthened by professional, practical support from Unic's experienced external coaches.
The documented set of rules aka Playbook contributed significantly to creating agreement for everyone in the organization and enabling work in self-organization. The WHY of the transformation was repeatedly emphasized in discussions, the consistent implementation of the defined rules was addressed, and trust in each other and in one's own contribution to the whole was promoted.
Where does Roche Site Organization Basel/Kaiseraugst stand today - and how will the transformation continue?
Despite an intensive phase for all employees, there were no noticeable performance losses towards customers or service recipients.
An initial survey showed that many employees recognize the potential of the new organizational form, experience it as tangible change and not just as a buzzword on the periphery.
Agility is experienced in action, transparency is perceived as increased, any tensions come to the table at meetings and are dealt with at eye level.
The purpose-oriented circles have replaced the sometimes constricting silos, employees work in different circles and roles, and many are flourishing according to their own statements.
Unic will continue to support Roche Site Organization Basel/Kaiseraugst in the operational phase of the transformation with various formats:
Role-Fit-Meetings
Feedback-Meetings
Personal work organization in self-organization
Revision of own roles
Purpose workshops
Strategy meetings
Living shared leadership
Being a leader - differently
In parallel, we continue to advise the transformation team on the path of continuous increase in maturity, and as Business Enablers, we accompany various circles together with the client's employees with a comprehensive toolbox.
Unic has significantly supported us in our transformation process over the last three years. At the beginning, it was about defining goals and developing an organizational model, then about successful planning and implementation. Unic has contributed to us being able to achieve our goals.
-- Jürg Erismann, Head of Roche Site Organization Basel/Kaiseraugst
Deep-Dive for New-Work Enthusiasts
If you have already dealt with New Work models in depth, you will find a compilation of the main benefits for Roche Site Organization Basel/Kaiseraugst here:
Consistent transparency in practice regarding responsibilities, priorities, resources and strategic orientation
Management of the role inventory via a digital platform
Resource allocation based on purpose and strategies
Talent flow and unleashing of potential
dynamic role market with self-directed role hiring process
various roles in different circles/areas of interest per person
real empowerment (employees make decisions based on their roles)
Dynamic organizational development
decentralized adaptation of the organizational structure to business needs while maintaining purpose orientation
incremental development in small steps
Changes in mindset and behavior patterns
clear common way of working and rules for everyone in a playbook transparent to all
behavioral changes through new common meeting formats (rituals and routines)
broadly distributed responsibility through a clearly lived role world
We are here for you!
Would you like to introduce New Work Models in your enterprise or would you like support in their implementation? We are here for you.
