City of Thun, Office for Real Estate (AfS)
2024 – 2026
Future-proof organization of FM TGM/IGM unit
Staff involved: trust and willingness to change
Consistent process: analysis, development, implementation
The Office for Real Estate (AfS) of the City of Thun is aiming to align the Facility Management department TGM/IGM, with approximately 40 employees, with current and future developments in FM and optimize its organization. Intep is supporting the reorganization over the course of three years with an actual / target analysis, the development of the new organization, and during the phased implementation.
Increasing demands, new key topics, changing job profiles, the looming shortage of skilled workers, and new work environments are putting FM organizations under pressure. The Office for City Real Estate (AfS) of the City of Thun aims to make the Facility Management department TGM/IGM future-proof in light of these challenges and position itself as an attractive employer offering professionally interesting career opportunities.
The reorganization will take place in four phases, methodically and organizationally supported by Intep: Assessment of the current state, including recommendations for a new organizational model (Phase 1), development of the new organization (Phase 2), phased implementation (Phase 3), and operational anchoring (Phase 4). The process is being managed by an AfS project team and is accompanied by a steering group. Through consistent process communication, feedback channels, and tiered participation formats, employees are actively involved.
Intep strategically, process-oriented, and professionally supports the implementation of the FM TGM/IGM reorganization. We design a well-structured, sensitive transformation process with the active involvement of the workforce and ensure that the new organization can be effectively anchored.
As a first step, we create a comprehensive picture of the starting situation, the lived organizational culture, and the transformation needs based on interviews with employees in operational and leadership roles, existing documentation, and best practices from similar FM organizations.
Next, we work together with the department leadership, the project team, and the steering group in a series of workshops to develop the future organization at the operational and leadership levels. The new organization is aligned with the strategic goals, organizational identity, and available resources.
To implement the new organization, we offer the necessary change architecture. Intep supports task planning, facilitates exchange formats, and provides expert input. After the transition to the new organization, Intep assesses the operational effectiveness and institutional anchoring of the new organization and supports any necessary adjustments.
Throughout the entire process, we place great importance on consistent change communication and appropriate involvement of the workforce. This creates trust and the willingness to actively participate in the transformation. Additionally, we document the process and results so that decision-making can be traced both internally and externally.
We look forward to receiving your detailed application documents with a letter of motivation to bewerbung@intep.com or simply via this form:
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