AVEC

Most organizations don’t fight the competition, but themselves.

Miscommunication, inefficient meetings, low productivity, little engagement, burn-outs, attracting and retaining talent, lack of safety, fear and stress. Work is not working.

Though often tackled separately, these challenges share a common root. They are interconnected, vital to business, and the result of an organizational culture that is not human-centered.

For us, culture is not your office's tennis table, nor your values written on a poster on the wall. It is tangible human behavior. It is feeling safe, being honest, taking responsibility and having empathy; Enabling people to do their best work.

AVEC makes working together work by creating human-centered cultures. Ready to dive deeper?

Coming November 7, 2024:

Zo werkt de mens

Our way of working was invented over a century ago. Since then, our work has changed from working at an assembly line to knowledge work – but our way of working remained the same. Time for a change.

'The best teams don’t succeed by chance, but by design. Must-read for leaders.'
– Harald Dunnink, Co-Founder De Correspondent & The School for Moral Ambition

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Our services

We help leaders, teams and organizations to make working together work by focussing on:

We support organizations with tailored programs and off the shelf solutions – always human centered.

Challenge

Start-up SPARK needed a new, human remuneration strategy.

Process

Salaries are taboo: Employees don't talk about it but find it important. It determines their value. That's why we interviewed all employees and opened up salaries. After this, we facilitated multiple management- and company-wide sessions to define what remuneration fits an impact start-up like SPARK.

Outcome

A human remuneration strategy based on a thorough benchmark of every employee's salary. By involving everyone, the strategy is supported by the whole organization, there is increased trust between colleagues and individuals feel valued. In collaboration with Emaho.

Challenge

DGTL Festival developed a new brand strategy. How to realize it?

Process

A new strategy creates emotions that, if not shared, withhold us from doing the change necessary. Through multiple sessions, we created space share questions and concerns and translated the strategy into concrete projects with a detailed plan of who needs to do what, when, to make it reality.

Outcome

From concept to tangible projects, clear outcomes and tangible behavior: Employees now own the strategy. But more important, they connected with each other on a human level, which increased trust and motivated them to do the work together.

Challenge

Graydon needed to become a responsive organization.

Process

We set up cross-functional teams in the organization and started to build trust and align expectations. For six months, we coached weekly meetings and ran team-dynamics sessions to make members work better together. More than structure, self-organizing is about changing behavior: learning how to work with roles and responsibilities instead of titles, give and receive feedback, and reflect.

Outcome

The teams had the highest revenue of the whole organization. Moreover, engagement was high because they work based on trust and transparency. In collaboration with OrganizationBuilders.

Making working together work

Zo werkt de mens

Pre-order Here

Our services

We help leaders, teams and organizations to make working together work by focussing on:

Challenge

Process

Outcome

Challenge

Process

Outcome

Challenge

Process

Outcome

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