After the structural change, requires a appropriate Change Management. Commha’s approach was to introduce a human touch to the new, abstract and unfamiliar processes, and to give them a face. Therefore, Commha recruited representatives from different departments. In groups of two or three, Commha interviewed them on camera about their first experiences with the new structure. The groups were always mixed, with young team members combined with their head of department etc. This was set to create a special bond between the protagonists and the viewers at all hierarchy levels.

Commha Consulting produces series of videos about a structural change

Of course, it took some careful interview planning and execution to achieve fresh, new answers to essentially the same general question in each interview. In the end, 12 lively video clips were published on the company intranet. These videos made co-workers curious, more understanding and more positively inclined towards the structural change.


Turning noises into harmony after a structural change After structural changes people had to find their place in new teams and departments, and to wave good-bye to existing routines. Commha’s job was to support them in their efforts to find their way.

Gabriele Lebek

Kommunikationsdesignerin und Marketingreferentin