Work Design
Job Grading and Rewards
Performance Management
Industries
As the person in charge of an organization, you are faced with the challenge of setting up and further developing an effective and clear organization, in keeping with the organization's chosen direction and in an ever-changing context.
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These are complex issues, given the diversity of roles, performance markers and expectations within your organization. Not to mention the ever-changing market and environment, to which the organization has to constantly adjust. This requires sound foundations which respond flexibly to changes, such as a solid organization design, an approach to talent-based organization and work, performance development, a flexible and recognizable job/role matrix and a fair remuneration policy. |
Our vast experience has led to a clear and organized approach. The Styr plan takes you to the desired result in just four steps, regardless of the assignment or service you choose. From a job framework and salary structure alone to comprehensive organization design and talent-based method for organizing and working, you can expect us to present a clear course of action. The number of elements per step may increase or decrease depending on your needs.
Kick-off
Mapping where the organization stands, focusing on the specific issue, outlining the scope of the project and identifying potential using our scan.
Learn the language
We ensure that everyone starts speaking a shared Styr language and learns to look at people and organizations through the same lens.
A Clear Design
Mapping and developing structure, teams, jobs, talents and rewards for an agile organization.
Make it work
We guide the rollout, install the necessary tooling and embed the Styr model so that the organization can start using it.
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The ‘Kick-off’ starts by focusing on the customer demand and identifying the organization's context and challenges with a scan. The scan is essential to get a detailed picture of the organization's current state and ambition. What is already in place, what works well and where does the organization want to go. We then set priorities based on these ambitions. Together, we decide what to pick up and what not. Then, based on our proven approach, we draw up a practical roadmap and set up the project organization. |
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The second step, ‘Learn the Language’, focuses on learning the Styr language, a shared language for your organisation that everyone can understand. This is crucial in organization design, grading and rewards, performance development and talent-based organizing and working. This language is clear, simple and accessible to all levels, from the boardroom to the work floor. This enables all stakeholders to actually talk about the same topics when it comes to organizational design, salary and job grading or a talent-based working method. This approach to communication is a key component for achieving a clear direction and activating the problem-solving capabilities and talents within an organization. |
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An e-learning has been developed to help you learn the Styr language. This is intended for people who are involved in the project as well as those who will join later. Learning the Styr language gets the organisation involved at an early stage. Which means that the ‘Make it work’ phase actually starts in step 2.
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During the ‘Clear design’ step, we apply the Styr model to thoroughly map the structure, teams, jobs, remuneration and talent within the organization and provide recommendations for a workable and clear design and policy. By means of a gap analysis, we compare the current and desired situations, yielding insight into optimum allocation of responsibilities and talents, staff deployability, team composition and the necessary organizational development. The design and gap analysis lead to improved management information and decision-making, which are essential for the necessary development of people and organization and the transformation to a clear organization. |
| In the fourth and final step, ‘Make it Work’, we take the steps towards the desired situation, building on the insights and elaborations from the previous steps. In doing so, we implement essential tools and train managers to ensure the processes are embedded within your organization. This will enable your team to make independent use of the new structures, systems and processes. We will, of course, assist as needed. Moreover, we focus on establishing checkpoints to ensure that your organization remains ‘clear’ in the long term. |
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This phase is crucial in order to safeguard the sustainability of changes, to work in a talent-based way and to ensure that your organization continues to grow and adapt to future challenges. The result is a clear company and connected people.
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We apply not only our design knowledge, but also our years of experience to bring these kinds of sensitive projects to a successful end. A result that will be of continued use to the organization. Projects in the field of grading, rewards and talent-based organizing and working affect everyone in the organization and require care and clarity in the implementation and communication with the Works Council, managers and employees. All this requires experience and knowledge of this particular subject matter. That's why it's nice to know that the Styr 4-step plan will get you to a clear result.
Styr continues to fight for clear companies, fair pay and engaged employees.