Transformation in healthcare: a future-proof UMC Utrecht

The challenge

UMC Utrecht is facing major transformative challenges. The organization is currently undergoing renovation, digitalization, and restructuring of its organization and work processes.

The Care of Tomorrow program is developing smart solutions to work more efficiently. We provide support in the areas of communication and implementation to realize these changes.

Our solution:

Co-creation

To successfully support the transformations within UMC Utrecht, cooperation with all parties involved is essential. As change communication advisors, we are part of the communication team and liaise with program and transition managers. We support management and identify communication needs among design teams consisting of UMC Utrecht employees and patients. In this way, we help them, as ambassadors, to guide the organization through the change.

Once the plans are in place and the design sprints have been completed, our project leaders/managers ensure that projects are properly implemented within the organization. We continue to work closely with project teams, leadership teams, and departments where we run pilots and roll out projects. By continuously gathering feedback and immediately incorporating improvements, we ensure that the change is supported and successful.

AI-solutions

One example of our contribution is the implementation of AI solutions in the hospital, such as systems that automatically generate discharge letters and reduce the administrative workload. We have also used an AI model to identify and approach patients with an increased risk of no-shows. In the first three months of the project, we have already found 200 people who had forgotten they had an appointment, and we have rescheduled their appointments. This project ensures that patients receive the care they deserve on time, that healthcare capacity is better utilized, and that waiting lists are reduced. Initial results show a reduction in the number of no-shows of +/- 30%.

Interactive museum

To inform and engage more than 12,000 colleagues in the new plans and projects of UMC Utrecht, we provide clear change communication. As one of the expressions created within our communication approach, we have set up an interactive exhibition space. Here, colleagues, students, and patients are taken on an inspiring journey through the changes.

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“Working with colleagues from Frisse Blikken, who are often between 20 and 30 years old, really brings a different dynamic. It's great to see how this energy blends into the team.”

José Derks, client

In short

Our team:

Inez

Guido

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UMC Utrecht

Transformation in healthcare: a future-proof UMC Utrecht

Arcadis

Digital Movement ‘Dare to be Digital’

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Four development programs at De Volksbank

The challenge

Together with De Volksbank, we developed four talent programs for more than 200 talented individuals.

De Volksbank wanted to set up talent programs for various target groups within the company: from young professionals to experienced leaders. The challenge? Designing and implementing four unique development programs that reflect the different needs of these target groups.

Our solution

Coherence through storytelling

All programs have their own identity that matches the target group and the intended learning objective. For example, the Play program focuses on young professionals, with serious gaming at its core. This playful character not only stimulates enthusiasm, but also offers an effective way to demonstrate authentic behavior and expose patterns. The Pioneer program revolves around experimenting with new behavior: “If you keep doing what you did, you’ll get what you got.” For leaders, the Purpose program offers in-depth one-on-one coaching and intensive two-day sessions in which their personal purpose is linked to that of the organization.

Learning culture and succession planning

Because we were able to design and implement all programs simultaneously, we were able to give a strong impetus to building a learning culture within Volksbank. The Boost program plays a crucial role in this by supporting employees and managers in establishing development-oriented collaboration. At the same time, this process focuses on succession planning: preparing talent for future (management) positions within the organization.

Learning together

In the Boost program, employees and managers work together in pairs. This unique format offers the opportunity to learn together and promote development-oriented collaboration. Using Manon Ruijters’ model, the pairs examine their limiting beliefs and (re)discover their own development identity.

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“We showed quite a bit of courage in doing so many programs at the same time. Frisse Blikken dared to just get started.”

Sigrid Stavenuiter, client

In short

Our team

Lonneke

Erik

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Continuing to connect company doctors in training

Rabobank

Beyond the Money

De Volksbank

Four development programs at De Volksbank

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Gamified strategy activation for BDO

The challenge

We designed an audio-based game in which employees had to take a stand on dilemmas. This made BDO’s core values and competencies truly resonate in an impactful way.

Real change requires more than just a conversation or presentation. That’s why BDO asked us to develop a gamified strategy activation that brings the new core values and competencies to life within the organization.

Our fresh perspective

BDO Beats: an audio-based game

Real change starts with courage, with experimentation, with trial and error. We designed an audio-based game that 130 participants can play simultaneously in one hour. In the game, the players feel and experience what the core values mean in practice. We challenge them to embrace discomfort.

Showing your true colors

Players are challenged to take a stand (to show their true colors) on tough, real-life dilemmas where they must use the core values as a compass. Their choices – and those of their colleagues – become physically visible in the space, leading to surprising and meaningful conversations.

Gamified strategy activation: the result

Through play, participants learn what BDO’s core values are and how they relate to their own values. Afterwards, they say that the core values are now ‘top of mind’ and that the game sparks conversations. The game has engaged over 3,000 BDO employees and has now become a permanent part of the onboarding program.

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"You’re really forced to reflect on your sense of ‘what would I do in real life,’ and that’s exactly what the game was designed for."

Marijn van der Welle, client at BDO

In brief 🧺

Our colleagues

Tommy

Maarten M.

Yannick

Jop

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Rabobank

Beyond the Money

Employee referral platform

Gamified strategy activation for BDO

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Strategy activation for Stichting Laurens

The challenge

Stichting Laurens is committed to helping people live as independently and meaningfully as possible as they age, recover from illness or live with permanent disabilities.

To continue providing high-quality care now and in the future, Laurens has refined its strategy and asked Frisse Blikken to activate it among their top 150 leaders.

Our fresh perspective

From awareness to action

In close collaboration with Laurens’ project team, we developed a diverse program that takes the needs of the target audience into account. Using the ‘understand-feel-act’ methodology, we developed various interventions to really get the strategy across.

Strategy activation Laurens: a gamified experience

Even before the program began, the room was filled with actors who immediately pushed the leaders out of their comfort zones. The actors made remarks or asked questions about the strategy, setting the stage for the opening scene, which sharply highlighted the challenges ahead.

We designed three custom-made games to bring the strategy to life: an interactive audio experience inspired by the Dutch TV show Over de Streep (which encourages participants to step forward and share personal experiences), a role-playing card game where they solved cases from various Laurens perspectives, and a challenging escape room.

The grand finale: the strategy safari

The venue was transformed into an inspiring experiential world, filled with visual and interactive elements that brought the strategy to life. Think of stories about elderly care in other countries, the ‘Laurens Date Café’ where genuine conversations took place, a digital care corner inspired by the Rotterdam MediaMarkt, discussions with the board – and many more creative installations.”

“It was a day that not only made an impression, but more importantly boosted the engagement needed for the strategy to succeed.”

Jonathan Mostert, Frisse Blikken colleague

In brief 🧺

Our colleagues

Jonathan

Christie

Yannick

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Increasing employee engagement

Versuni

Digital onboarding game

Portfolio management support

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An inclusive work environment for GVB

The challenge

How do you contribute to creating a pleasant and inclusive work environment together with colleagues? We developed an e-learning course and a manager's toolbox.

What behavior do we collectively view as acceptable, and what do we not? As a result of the employee satisfaction survey, GVB decided to give extra attention to this important topic, “workplace interactions”.

Our fresh perspective

Personal stories

To truly understand what’s going on, we went out into the field. We rode the bus, tram, metro, and ferry, listening to the stories of employees. This first-hand experience made the content of the interventions highly relevant and relatable to the target audience. As a result the interventions were even more impactful.

Three e-learning courses on "workplace interactions"

These employees are always on the move – on trams, buses, and ferries. They can’t simply take a whole day off for a training or event. So, how do we reach them?

We developed three easily accessible e-learning courses on interactions in the workplace. These focused on acceptable behavior, unacceptable behavior, and the role cultural differences play in this. The trainings are flexible, allowing employees to take them anytime, anywhere.

The manager's toolbox: discussing interactions in the workplace

For managers, we designed an interactive dialogue game as a basis for an open and valuable conversation with their employees in operations. During the launch with 150 managers, the toolbox was received with great enthusiasm and appreciation. Meaningful conversations started right away. In the challenging context of GVB, this toolbox offers a simple, short-term solution that managers believe is a step in the right direction.

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"I found the collaboration with Frisse Blikken very refreshing. They provided great input and were able to truly understand our organization. You can see that reflected in the products and in their level of involvement."

Jeffrey Kronenburg, client at GVB

In brief 🧺

Our team

Christie

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Strategy activation for Stichting Laurens

Employee referral platform

Portfolio management support

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Digital Escape Room

The challenge

Aegon asked us: can we make presentations to students a little less boring? Can we introduce our four departments and corporate culture in an interactive way? Of course we can!

In a competitive landscape of potential employers, how do you capture students’ interest? For AEGON we tackled this challenge by developing a digital escape room.

Our solution

Digitalizing recruitment events

The Aegon Campus Recruitment Team is responsible for attracting bright young talent to their company. From career events to in-house days, they’re always on the lookout. Aegon wants to level up their recruitment activities by organizing digital events, making participation easier for candidates across the whole country. Moreover, a digital event, with a well-crafted format, is easier to execute for the campus recruitment team. So, we got to work!

Immersive storytelling: The Future of Aegon

Together with the project group, we outlined specific learning objectives for the game. What should a student learn about Aegon’s culture? Based on that, we crafted an immersive storyline: The Future of Aegon.

In The Future of Aegon, players step into the role of board advisors for a day. They must tackle the question: “If I could shape Aegon’s future twenty years from now, what changes would I make today?”. Players are fully engaged in the storyline through a professional introduction video.

Exploring the company culture through puzzles

The escape room comprises four puzzles, each representing a different department. These puzzles were co-created with colleagues from these departments to closely mirror real-life scenarios.

Each puzzle is introduced with its own video, simulating a video call with actual Aegon colleagues. These colleagues not only explain the puzzle but also elaborate on how it aligns with the company culture.

After playing our game, 75% of players express a desire to work at Aegon. Moreover, all players prefer the escape room over other forms of company introduction, such as slides or case studies – a result that fills us with pride!

75% of the students expressed interest in working for Aegon after playing the game.

Aegon

In short 🧺

Our team

Klaas Jan

Tim J.

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Versuni

Digital onboarding game

Portfolio management support

Gamified selection process for trainees

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Gamified selection process for trainees

The challenge

For the traineeship of Boskalis, we developed a surprising selection process to inform, enthuse and select talent.

Boskalis is a leading global service provider and contractor in areas such as dredging, offshore energy and maritime services. Since 2018, we have been supporting them in the selection process of their traineeship. Below you can read what that looked like in 2023.

Our solution

Eye-catching recruitment stunt

To make potential candidates enthusiastic about Boskalis’ Operations Traineeship, we made use of an eye-catching coffee truck. With this truck we have visited several universities. This gave us the chance to talk to students about career opportunities at Boskalis.

Smooth candidate communication

During the selection process, we were responsible for a surprising communication flow. We maintained close contact with the candidates. How? With communication that appeals to the new generation! Think of personal videos and online webinars.

Gamified selection day

The highlight and final round in the process was the selection day. During this day, candidates were able to truly experience Boskalis. Together with our Fresh Game Studio we developed a serious game. Candidates worked for four hours on a real Boskalis challenge. The day also included a divisional dinner and a haka clinic. At the end of the day, the cadidates left with a smile on their faces.

"With creativity and a very pleasant collaboration, a fantastic result was achieved: a tailor-made selection game in which the Boskalis core values are clearly presented."

Boskalis

In het kort 🧺

In short 🧺

Our team

Amy

Tim J.

Noor

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Rabobank

Beyond the Money

Increasing employee engagement

De Volksbank

Four development programs at De Volksbank

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Game-changing employer branding: a personality test

The challenge

FrieslandCampina has asked us to develop a personality test that highlights their employer brand.

FrieslandCampina already possesses a strong employer brand. But how do you keep capturing attention? We have created an online and gamified personality test that highlights FrieslandCampina’s unique attributes and helps them to stand out as an employer of choice.

Our solution

The natures of FrieslandCampina

FrieslandCampina’s employer branding is centered around its so-called “natures.” These natures describe a person’s natural behavior. In total, there are twelve natures that a person can have to a greater or lesser extent.

Our task was to develop a test enabling individuals to identify their specific natures. Following this test, participants can explore job opportunities that align with their natural tendencies. At FrieslandCampina there is a fitting rol for everyone.

An online personality test

We developed a gamified test. During the test, participants engage in two scenarios. First you spend a day at the farm. Afterwards you visit the factory. Through making decisions in true-to-life FrieslandCampina scenarios, our game constructs a personalized personality profile. This was quite a challenge! Based on only eight questions we tried to distinguish all twelve natures, without getting too technical. In addition, we had to highlight FrieslandCampina’s atmosphere and supply chain.

Boost the employer brand

Players are impressed with the accuracy of the results, and the test has gained significant traction on LinkedIn, resulting in over 20,000 players. Therefore it is one of our most played games.

In short 🧺

Our team

Maarten M.

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Increasing employee engagement

Arcadis

Digital Movement ‘Dare to be Digital’

Arcadis

Employer branding Arcadis

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Digital onboarding game

The challenge

Help us to onboard our new colleagues into our company mission in an exciting and effective way.

As of 2021, Versuni (previously Philips Domestic Appliances) is no longer part of Royal Philips. As a new organization, with a unique culture, they want to onboard their new people in their own way. Showing their employees that they are important to them by being unique and creative.

Our solution

A solution at scale

We came up with a scalable solution that gets new colleagues excited and ready for work. We started with researching the target audience, learning objectives, content and existing ideas. Together, we identified the needs of for onboarding. By using our agile way of working, we designed and developed an onboarding game and an interactive onboarding booklet. Together, these two tools ensure that new colleagues are up to speed quickly, are enthusiastic about Versuni and have enough knowledge to show co-ownership and realize the Versuni ambitions.

Online onboarding game

The result is a comprehensive and realistic onboarding game that introduces new colleagues to the Versuni purpose, culture and values. It teaches them where they can find information about work at Versuni and enables them to find the answers to their questions in the future by creating overview and structure.

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Our team

Inez

Tommy

Tim J.

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Ministerie van Economische Zaken en Klimaat

From complex story to inspiring narrative

Rabobank

Beyond the Money

Arcadis

Digital Movement ‘Dare to be Digital’

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Employee referral platform

The challenge

How can we motivate employees to engage their personal networks for open vacancies in a surprising way?

With the Employee referral platform, you activate your employees in contributing to recruitment activities.

Our solution

Employee referrals

Currently, there are more job openings than job seekers. Almost every employer is struggling with the labor shortage. A good recruitment strategy is more important than ever. Did you know that job seekers place significant value on the opinions of people they know in their personal networks? Consequently, activating your employees to make candidate suggestions (also known as referrals) is essential. After all, your current employees are probably best at assessing if someone will make a good addition to the company.

Employee Referral Platform

Based on previous projects and extensive feedback research, we have built an Employee referral platform that motivates your colleagues to perform recruitment activities in a gamified way. We lower the barrier by breaking down recruitment into smaller, more manageable steps. By including the narrative of your employer brand on the platform, we complete the employee experience. In addition, we can help with activation campaigns to roll out the platform within your organization.