Much has happened in the last few months in connection with the crisis, with good times for some and bad times for others. For some it is experience and instructional. For others it is just exhausting. (Addendum: June 5th, 2020: this also currently applies to the time of the Corona pandemic and the shutdown).

And yet they all have in common that there is hope of a change, an improvement. Regarding a long-term stable orientation, wishes to build up values or to restore existing but forgotten values are expressed.

Check the values in your company

Such is the desire for changed and better communication, because it makes a significant contribution to processes in change. It begins and ends in the minds of the employees, i.e., exactly where changes can take place. The associated communication strategy should not only contain formal but also informal statements about changes to implement visions and strategies. The content of the strategy should be targeted and target group-specific to strengthen and live out truthfulness and credibility.

Another wish is a change in leadership, leadership work and a role model function. The call for equality and fair, humane treatment is louder than ever. The demands of self-realization are increasing – work is no longer just a duty but work is the fulfillment of one’s own motivation and goals.

Personnel management plays an important role here, as it must create the personnel requirements for change. In situations of upheaval, it is important to use these opportunities to influence, to set incentives, to qualify, to inform and to integrate.