Adnovum’s recent organizational change within its Market Unit Financial Services aimed to enhance efficiency and collaboration. However, these changes introduced significant challenges, particularly in maintaining effective communication, fostering trust-building leadership, and preserving a cohesive corporate culture. These issues risk undermining the change process, making it essential to address them to ensure alignment with Adnovum’s strategic goals.

The study employed a mixed-methods approach, combining surveys and interviews to gather data on employee perceptions of change management, trust, culture, & engagement. The survey was distributed to 136 employees, achieving a 41% response rate. Additionally, in-depth interviews were conducted with four key stakeholders, including the heads of the unit. The data was analyzed using both quantitative & qualitative methods, including correlation analysis for the survey data & thematic analysis of the interview transcripts, to identify key patterns and relationships influencing the change process.

The research revealed significant communication gaps and varying levels of trust, which are crucial factors influencing the success of the organizational change. While trust in leadership remains generally high, it is fragile and can be easily undermined by inconsistent messaging. The study provides several targeted strategies, including the implementation of consistent communication protocols, promoting open and regular communication from leadership, and actively engaging key influencers within the organization. These strategies are designed to maintain and strengthen trust, enhance employee engagement, and ensure the alignment of corporate culture with the new strategic and structural framework. By adopting these recommendations, the company can navigate the change process more effectively, preserving its core values and fostering a more resilient and cohesive organizational environment.