Cases.
Organisations that learned to organise their work differently.
Factter’s cases show how organisations in the private sector and the public sector learned to organise their work differently: from the redesign of structures and teams, through HR and HRIS transformation, to AI governance and adoption.
However different the trajectories may be, the question underneath is always the same: change load. Where does change pile up, and which design solves that? So in these cases you don’t see loose projects but two common threads. The approach: every track starts from redesign, applied to different problem situations, the same ones you find in the offer. And the role Factter takes on: advisory alongside the teams, project management, or an embedded interim role in the line organisation.
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20 cases shown.
There was no crisis. That was the problem.
Read the case →Four managers in two years, and a team that did not want a fifth
Read the case →Steering talent instead of managing hires
Read the case →A reorganisation the department came to carry itself
Read the case →Becoming one management team while the numbers had to turn
Read the case →Two L&D teams that built one service together after a merger
Read the case →Centralising a recruitment function and shaping a team that knows what it stands for
Read the case →Choosing what to protect, instead of looking where to cut
Read the case →Imposed self-organisation that the team came to shape itself
Read the case →Centralising and digitalising Comp & Ben in one move
Read the case →Redesigning HR processes and landing them in the system in one move
Read the case →Nobody thought the process was slow. It still cost 129 man-days a year.
Read the case →Reshaping a commercial team around a new sales strategy
Read the case →From back office to expertise centre
Read the case →Relocating a service without losing the expertise
Read the case →Deploying generative AI where the content is sensitive
Read the case →Setting up AI governance for an organisation already using AI at scale
Read the case →Introducing multiple HR systems at once and switching to a new payroll provider
Read the case →Shaping how the bank operates from MiFID II
Read the case →Countering tax evasion with CRS, all the way through the client chain
Read the case →Every organisation above started with the same thing: the feeling that things had to change. If you recognise that feeling, a conversation is the next step.