Departmental optimisation plays an important role in the success of modern companies. KIROI Step 6 is an effective method that specifically targets the revolution of ideas within individual departments. It is not just about theoretical concepts, but about practical impulses that support teams in the targeted further development of their work processes and structures. In this blog article, I explain how KIROI Step 6 promotes departmental optimisation and which proven examples from various industries are already benefiting from this approach.
Department optimisation: idea revolution through targeted impulses
Targeted departmental optimisation starts where innovations can arise directly in the team on site. KIROI Step 6 offers a structured procedure for generating, evaluating and implementing ideas based on practical experience. In this way, challenges that arise specifically in individual departments can be addressed without forcing solutions on the entire company. This promotes a high level of acceptance and motivates employees because they are actively involved in the design process.
An example from the HR department shows how KIROI Step 6 can help to develop intelligent duty rosters. By involving employees, stress factors could be recognised early on and counteracted with more flexible shift models. Internally developed tools for automatic holiday planning also significantly improved cooperation and predictability for everyone involved.
In a logistics company, the approach contributed to dynamic route planning. By specifically analysing delivery routes and departmental processes, transport routes could be shortened and delivery times noticeably reduced. This shows how departmental optimisation via KIROI Step 6 has a direct influence on operational efficiency.
Last but not least, a sales team benefited from data-based tools for assessing sales potential. The systematic processing of customer data led to better prioritisation and organisation of customer communication. This led to a sustainable increase in closing rates and customer satisfaction.
Effective implementation of departmental optimisation with KIROI Step 6
In order for departmental optimisation to be successful in the sense of KIROI Step 6, the following aspects in particular must be taken into account:
- Regular workshops ensure an open dialogue and a variety of perspectives.
- Clear evaluation criteria create transparency in the selection of ideas.
- Determining who is responsible at an early stage ensures that the proposals are implemented.
- Open feedback to idea providers keeps the culture of innovation alive and motivating.
A medium-sized company in the IT sector used KIROI Step 6 to introduce automated ticket management software. This made it possible to process repetitive enquiries more quickly and free up resources for more strategic tasks.
A sales force team optimised its visit intervals with the help of targeted idea management workshops. The result was a noticeable reduction in travelling times coupled with an increase in customer satisfaction thanks to better quality personal contact.
Regular brainstorming sessions using the KIROI method also generated valuable impetus in the area of production planning. These accompanied the introduction of leaner processes and significantly improved coordination between the individual shifts.
Best practice from the field
BEST PRACTICE with one customer (name hidden due to NDA contract) Locally organised workshops with KIROI Step 6 led to a significant improvement in internal communication in the finance department of a large company. The employees independently developed suggestions on how interface problems with other departments could be reduced. Quickly implemented measures - such as clearer communication channels and structured handovers - ensured greater process reliability and fewer errors.
Advantages of department optimisation with KIROI Step 6
This focused form of departmental optimisation brings decisive advantages:
- Practice-orientated innovations from the workforce strengthen acceptance.
- Team dynamics are encouraged because employees are actively involved in improvement processes.
- Clear structures ensure efficient implementation and measurable results.
- Continuous improvement supports the department's competitiveness in the long term.
Many companies report a positive change in corporate culture. Employees feel more valued and contribute their own ideas more frequently. In dynamic markets in particular, this is becoming increasingly important alongside process optimisation.
My analysis
Department optimisation with KIROI Step 6 provides valuable support for the systematic revolution of ideas. It supports teams in tackling their specific challenges independently and implementing innovative solutions in a practical way. This consistent focus on the department as an innovation space promotes sustainable improvements and has a positive effect on efficiency and employee motivation. Companies that utilise this approach strengthen their competitiveness and create a culture of continuous development.
Further links from the text above:
Successfully shaping departmental innovation with KIROI Step 6
Process optimisation: definition, objectives, phases, procedure
Process optimisation: How it works + practical example
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