Department optimisation is a key component for companies that want to increase their efficiency and secure competitive advantages. Decision-makers in particular are often faced with the question of how to successfully organise this complex process and which steps are particularly important. Step 6 of department optimisation with KIROI offers valuable impetus and practical support to drive forward change projects in a targeted manner and anchor them in the long term.
Department optimisation: The focus on trust and communication in the sixth step
In the context of departmental optimisation, step 6 leads decision-makers to focus on the interpersonal and communicative aspects of the organisation. This is precisely where challenges often arise that limit the success of other optimisation measures. The aim is to strengthen trust within the team and establish transparent communication channels in order to promote the common goal.
For example, many companies in the IT sector report that technical process improvements alone are not enough. It is often uncertainties or a lack of coordination between departments that slow down change. In one manufacturing company, regular team workshops and open feedback sessions resulted in significantly greater acceptance of new ways of working. In retail, on the other hand, clear communication structures increase customer satisfaction because employees can act faster and in a more targeted manner.
This form of departmental optimisation not only supports processes, but also employee satisfaction in the long term. Managers develop targeted soft skills and strengthen their role as moderators and bridge builders between team members.
Practical examples of successful steps in department optimisation
Step 6 was implemented in a medium-sized mechanical engineering company by providing managers with individual coaching sessions. The measure helped them to recognise conflicts at an early stage and promote solutions through open communication. This led to a demonstrable improvement in cooperation within the company.
A service company also relied on transruptions coaching, which supported departmental optimisation as part of the sixth step. Teams were instructed to clearly define mutual expectations and pursue common goals transparently. This led to a measurable increase in team productivity.
BEST PRACTICE at a customer (name concealed due to NDA contract): KIROI coordinated the introduction of new meeting structures in the area of logistics. The accompanying workshops created a climate of mutual respect that accelerated the flow of information and significantly reduced errors. In particular, employees reported how they now feel more comfortable and can think more innovatively.
Department optimisation with KIROI: Sustainable implementation and monitoring
After the communication and team development phase, what has been achieved must be secured in the long term. Step 6 therefore emphasises monitoring and feedback. KIROI offers tried-and-tested tools and methods for making progress measurable and systematically updating improvements.
One software company, for example, uses digital dashboards to track team performance and internal structures transparently. This enables managers to recognise bottlenecks at an early stage and make targeted adjustments. In the financial sector, regular retrospectives are used to help identify and realise iterative improvements.
This practice shows that departmental optimisation is more than a one-off action. Through continuous monitoring and the integration of feedback loops with KIROI, it is possible to react dynamically to new challenges. This gives decision-makers real certainty of action when managing their departments.
Concrete impulses for action for decision-makers in the final step
- Focus on open dialogue and create space for honest feedback.
- Establish regular team meetings to keep goals and expectations transparent.
- Use digital tools to visualise progress and problems.
- Plan training courses for managers that strengthen social skills and promote conflict management.
- Accompany change processes with external support in order to incorporate unbiased perspectives.
These measures help to effectively implement step 6 of department optimisation and to develop the full potential of your department.
My analysis
Step 6 in department optimisation with KIROI addresses key human factors that are crucial to the success of change projects. Decision-makers receive comprehensive support that complements technical and organisational changes with targeted communication and team development measures. Many companies report how they have been able to improve their processes and at the same time strengthen employee loyalty with this sustainable support. In this way, departmental optimisation becomes an integral part of corporate development, positively influencing both efficiency and the working atmosphere.
Further links from the text above:
Process optimisation: definition, methods, examples
Process optimisation: definition, methods & implementation
Process optimisation: definition, objectives, phases, procedure
Process optimisation in the company: Methods and examples
Process optimisation: everything to do with
Process optimisation: How it works + practical example
Process optimisation: definition, methods & practical examples
Process optimisation: 7 methods at a glance!
Process optimisation - PDF
For more information and if you have any questions, please contact Contact us or read more blog posts on the topic Artificial intelligence here.
Deutsch 
English (UK)