Case Study
MOVE is a multi-stakeholder project where under 35s were called to work on internal and external business challenges, in order to present them to Emil Banca’s leadership and generate tangible organizational change.
Initial Challenge
Emil Banca wanted to involve its young employees in developing innovative solutions to attract and engage—on one hand—customers and members under 35 and—on the other—employees and candidates under 35. In this context, the goal was to transfer new skills through a training path for young talents.
Strategy
We designed a 12-stage journey to involve the company's under-35 population in diverse ways. A selected heterogeneous group of 30 people worked with Design Thinking tools to develop organizational transformation projects based on six challenges launched by Emil Banca.
Result
The six work teams proposed projects to improve the challenge areas. These projects were evaluated and integrated by the under-35 population in two dedicated moments, before being entrusted to leadership. The latter evaluated their feasibility, creating a roadmap of implementation priorities.
We created a safe space to co-design the future of Emil Banca, increasing the engagement and skills of under 35s
Initial Challenge
Emil Banca’s leadership wanted to involve its employees under 35 in defining the future of the company.
In addition to being an opportunity to transform their organization, this path was also designed as an occasion for under 35s to acquire new skills, serving as a professional growth plan.
Strategy
We designed a path where under-35 participants could develop their projects through co-design, to then deliver them to leadership.
We developed the coordinated image of the MOVE project for the internal promotion of the initiative
An operating group of 30 people was identified through spontaneous applications following the project Kick-Off, to which all employees under 35 were invited.
Over the course of 4 days, we guided the selected operating group—divided into 6 single-challenge teams—in developing their projects, empowering them with Design Thinking methodology tools. During specific dedicated slots, mentors—senior figures from Emil Banca—stepped in to provide advice on the projects.
A first version of the projects was shared with the entire under-35 population and leadership during a day dedicated to feedback.
Based on the feedback received, the operating group, under our guidance, refined and deepened the projects with a focus on feasibility, which were then presented again to the under 35s and leadership during a dedicated afternoon session.
We then facilitated the leadership in the evaluation and prioritization of the proposed projects. These reflections were finally shared with the operating group to ensure that leadership took ownership of the developed projects.
Result
The project results can be summarized in three main points:
Giuliana Braido,
Head of Identity Department @ BCC Emil Banca
"Meeting Amploom, and particularly its 'Amploomers', was an important opportunity for growth at both a personal and corporate level."
"We aimed to make our organization more attractive and engaging, especially for younger employees, and Amploom actively supported us in giving our under 35s a voice and a leading role. Thanks to cultural and transformative processes, we managed to create a new and positive energy that remains palpable even today, some time later. "
The MOVE project brought together people from diverse offices and backgrounds to work on challenges outside their daily routine. Empowered with Design Thinking tools and a co-design approach, they succeeded in proposing original solutions based on the needs identified among users within the organizational context.
MOVE allowed for the experimentation of new collaborative work methods, breaking down boundaries between branches and headquarters, and bringing people together across the territory. Furthermore, leadership listened to the under 35s, establishing a new intergenerational pact. These interactions encouraged the emergence of new behaviors among participants, generating an initial cultural change within the involved corporate population.
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