Gasunie
From three core values to recognisable behaviour
700+employees
4online dialogues
6,000messages
Application Dialogue around the announcement
Know what will pinch before the announcement.
A reorganisation, merger, relocation or far-reaching decision lands better when you know the concerns beforehand. Hold an anonymous dialogue before you break the news and a second one afterwards. Adjust based on what gets the most support.
The occasion Change
A reorganisation, merger, relocation or measure has to land.
What you achieve
- Dialogue before and after the announcement
- Concerns and preconditions mapped
- Adjustment options with support
In any major change, the real concerns are mostly shared at the coffee machine. By the time they reach the steering group, they have been filtered and softened.
With a dialogue beforehand and a second one after the start, you hear where people get stuck. Then you can adjust before resistance shapes the execution.
The approach 3 steps
From question to a next step people stand behind
We guide every step. What we mainly ask of you is substance: two meetings beforehand and a co-moderator during the session.
- Before
The pre-dialogue
We ask which concerns exist and what people need to be able to come along.
- During
The check
After the announcement or start, we ask how the change is landing. Participants vote on proposals for adjusting.
- After
Report and follow-up
The outcome feeds communication, priorities and concrete adjustments.
Curious what participants see on their screen during the session?
See the participant screenWhat you receive 4 parts
A report the organisation can act on
You see the main themes during the session itself. The synthesis follows the same day.
- 01
Concerns and preconditions beforehand
- 02
Support per measure
- 03
Adjustment options that get support
- 04
Communication points for leadership
Cases · In practice
How it worked out for others
Read what the dialogue delivered in each project.
-
Dutch Ministry of Social Affairs and Employment (SZW)Professionals and citizens, each heard separately on new policy
2separate dialogues1 dayfor both worlds60%citizens with more trust
WesterkimA strategic shift that the whole organisation helped shape
200+participants5online dialogues3target groups
FAQ
Questions about change
Is your question not listed? Ask it in an introductory call.
Can this be done before the formal announcement?
Yes. We work with themes and preconditions and design the questions so that confidential details stay inside.
Does asking questions not stir up unrest?
The unrest is usually already there. By gathering it in a structured and anonymous way, you can respond to it sooner and better.
The other applications
Every application works with the same live dialogue.
- View: deepen your employee survey
Deepen your employee survey
The survey results are in, but the why is missing. One dialogue around the key scores delivers a prioritised action list.
- View: psychological safety
Psychological safety
An anonymous dialogue about topics people do not discuss out loud. With reporting for the board, HR and the works council.
- View: test a decision
Test a decision
There is a plan on the table. Test where the support is and which objections you need to take seriously.
- View: strategy
Strategy
A strategy only works when people understand it and dare to question it. Let teams and layers respond to it.
- View: consultation
Consultation
Hear large groups in one hour and make visible where they differ and which direction gets support.
- View: continuous listening
Continuous listening
Do not wait for signals to escalate. A fixed dialogue calendar lets leadership hear periodically what is changing.
Demo
Ask one question of everyone it concerns
In a demo you see Upvoice with your own question: what you ask, who you invite and what you'll have at the end.