Open Access

In the field of change management, this thesis focuses on the factor human. The comparison of different change management concepts by Lewin, Sinek, Krüger, and Kotter builds the basis for the subsequent work. The theory of psychological contracting becomes evident in the human factor analysis. For the realization of the goal of customer centricity, a new framework and within this framework a new role structure, called Business Framework Ambassador (BFA), is created at SICK AG. To establish this new role at SICK AG, a change management concept for the official announcement of the role structure BFA is created in the Service department. Hereby, the focus lies on the derivation of measures to empower the employees who took on the new role in the organization, namely the BFAs of the Service department. In this thesis, quantitative and qualitative methods of research are used to analyze the work environment and to realize a successful change management campaign. The implementation of the derived measures leads to a strengthening of the community between the employees. In addition, the specific results of the change project BFA lead to the assumption that a feeling of empowerment is linked to employee engagement as well as management support. The four motives of employee engagement introduced in the theoretical part of this paper represent an appropriate tool for the participation of employees in this change management project. The results of this work conclude with an outlook on how further groups of BFAs can be launched at SICK AG.