E.ON is currently involved in major change processes, e. g. due to the establishment of new Market Units and due to acquisitions and restructuring processes.

 

This is why the goal of the Change Management initiative is to enable leaders and employees to proactively and positively respond to the challenges of change. By the end of 2008, for instance, we will deliver a comprehensive toolbox for managers to help them deal with change projects. We will also set up an internal communication network as well as a generic communications plan for change projects. We will prepare a recommendation for setting up an organizational framework for change management, identify its best practices within the E.ON Group and develop measures as well as key performance indicators for successful change projects. Additionally, we will closely involve change experts and coaches in the change management training concept that we will develop. Due to their importance within the company's change projects, workers council shall also be included into the process. By the end of this year, we want managers who are involved in change projects to have planned their participation in one of the training sessions available. Finally, we want E.ON’s Change Management to be a unique approach with its own definition, model and independent wording.