Augmented reality as a game changer for employee experience?

Augmented reality as a game changer for employee experience?

Augmented Reality (AR) is an emerging trend, but what are the applicable uses of AR in employee experience? Here are three examples of how to utilize AR – and tips on how to get started.

It’s 7 AM. You get out of the taxi at an airport. After paying the fare, you grab your smartphone and load up the airport’s AR app. You plot in your flight number and the app instantly gives you the best route to your gate. On your way to the gate a message pops up: ‘Have you had breakfast yet?’. You press no and the app takes you on a small detour to the nearest airport bakery, where they serve hot coffee and freshly made croissants. Once at the gate, the app automatically registers your presence and readies you for boarding.

Gatwick augmented reality
No more running around – looking for that elusive gate to your connecting flight (Photo: Gatwick Airport)

No, it’s not a snippet from the next Blade Runner movie. If you have travelled through Gatwick Airport recently, you might recognize parts of it.

Last year, the airport launched a new AR and Info application. Supported by 2,000 AR beacons throughout the airport, the application provides:

  • wayfinding,
  • personalized, real-time flight updates,
  • gate information, and
  • check-in and security queue times straight to the user’s smartphone.

The aim of the app is of course, to allow travelers a smoother experience when navigating the airport.

A trend – but here to stay

Augmented Reality is becoming one of those emerging trends that is skyrocketing and as far as we can tell, here to stay. In 2020, there will be 1 billion active AR users. When asked, 64% of consumers believe that AR will be beneficial for their work place ( With the recent releases of AR developer kits by Google and Apple, the big players have finally entered the playing field, so considering the amount of focus there is on this new immersive technology, it is time to connect it to your organization!

Market predictions for immersive technology (Source: New Gen Apps)

3 ways AR can improve your employee experience

What are the applicable uses of AR in employee experience? There are many different ways new technology, including AR, can drive your organization forward internally and give your employees a better work experience. But since it’s only an article and not a book you are reading – I’ve limited it to three examples of how I think it could be utilized.

1. Enhance your internal communication with AR

Endless ‘talking head’ videos, articles on the intranet, e-mails sent out to everyone. The sheer amount of internal information being directed at the employees can clutter the good intentions of internal communicators. AR is not the sole solution to that problem and using AR in corporate communication is a two-edged sword. Be wary not to be swept up by technological hype and to use it just because you can. That being said, it can help you focus your communication efforts.

An idea could be to turn your strategy posters into an animated story, displaying complex strategy and financial topics in an engaging and understandable way. As an example, imagine holding a screen over an ordinary printed poster or map. Augmented reality could enhance it with 3D visuals indicating a range of data, allowing the user to ‘walk around’ the area and absorb a greater depth of understanding.

Why AR?

There is a theory called Predictive Coding (, that means actively trying to predict what inputs are ahead, rather than passively processing information as it arrives – something we all automatically do. So for example, if you show a printed poster about a new strategy to an employee, their brains try to fill in the gaps – predicting what the poster does not tell about the strategy.

  1. “Effectively, our brains construct an incredibly complex jigsaw puzzle using any pieces it can get access to. These are provided by the context in which we see them, our memories and our other senses.” – Dr Fraser Smith, Glasgow University

Using AR, we can give the brain much more to work with and create a better image of the communication for the recipient. The interesting thing here, is to control the sequence and tempo of the visuals, or inputs – thereby heightening curiosity and engagement in unfolding the narrative.

In conclusion

AR can be a powerful communication tool. In a more traditional sense, it can increase engagement and curiosity. But be sure to ask the question “does this add value for our audience?”. It is a good idea to plan ahead and include AR in the framework of the communication and not as an afterthought.

2. Navigate the physical workplace with AR

A tool that can help employees find their way around the office, production facility or off-site work spaces, is something many have dreamed about. We all know the frustration when you can’t find that meeting room, and we have seen the confused look on the face of a new employee when they’re looking for their station.It is certainly not an easy task to create AR-based wayfinding, but the benefits should be easy to spot and emphasize – I’ve done a little math.There isn’t a lot of research done on how much time is lost finding your way around your work place, but I did find a study that says office workers spend up to 15 minutes a day looking for a place to collaborate (

Let’s be conservative and make a calculation where a business with 5,000 employees can save 1 minute a day with a wayfinder app.5,000 x 261 (the average number of work days in a year) = 1,305,000 minutes.

According to Google, the average hourly wage in the US is around 23 US dollars, so that’s a staggering 500,250 US dollars per year in regained down-time, just by cutting down on finding your way around the organization by 1 measly minute. How is that for a cost-saver. But numbers aside, creating a less frustrating work environment increases the employee experience and makes happier employees!

When the app is developed, why stop at wayfinding – you could potentially integrate on-boarding progression, guest access, security zones, entry-level restrictions and much more.

Why AR?

Augmented Reality wayfinding minimizes confusion, compared to common digital maps (vie It also, and I quote: “significantly reduces the time and cognition workload of human wayfinding behaviors”.

In conclusion

AR-based wayfinding technology is not off-the-shelf just yet and will take some work to effectuate. But as people become more confident in using AR in their everyday lives, being on the forefront and integrating it into business-as-usual, could have huge employee benefits and be a time-saving tool in the long run.

3. Safety learning and on-site information

When it comes to safety, using a ‘show, don’t tell’ approach towards your employees could enhance the adoption rate, making your organization safer – and as we always say: Safety first! One of the most important considerations for safety training is that it is engaging and memorable. Making sure your employees remember and understand what has been trained is crucial. AR can improve safety procedures and on-site information, from delivery-quality training to practical, on-the-spot use, to prevent workplace incidents and accidents. Imagine giving workers on the job the power to see manuals, instructions, and tips as they pass a device over equipment, work sites, hazardous materials, etc.

“Tell me and I forget, teach me and I will remember, involve me and I learn” – Benjamin Franklin

Why AR?

In a recent neuroscience experiment commissioned by the media agency Mindshare, it was found that augmented reality experiences elicit significant attention, emotional and memory-encoding spikes in users’ brains, compared to traditional video and interactive online experiences (

This is what we are looking for, the emotional connection to learning. Augmented reality is, simply put, the next step on the evolutionary learning ladder. Employees experience a constant bombardment of inputs in the modern job of today, which is why it is imperative to create something that sticks.

In conclusion

Using AR in safety training is no easy feat, and will require hard work and a dedicated buy-in from management. But many organizations have work environments and situations where ignorance or misunderstandings can, in the worst case, be fatal. So, creating exciting and understandable safety programs by using AR is definitely worth considering!

Imagine an app that always provides your employees with up-to-date information on complex safety and on-site procedures (Photo: Adobe Stock)

Create an AR strategy for your organization

The propagation of technology often dictates how good your organization is at adopting new digital work tools. If the technology or tool is well integrated in society in general – it will have a bigger success rate internally in the organization.

This is why I suggest that you already begin to consider an AR strategy and to what extent your organization can benefit from integrating augmented reality into the work day of your employees.

Ask these questions before you start detailing your strategy:

  • Will our employees embrace augmented reality?
    Define what steps you need to take to support the adoption process, such as providing access to devices, technology and training.
  • How can AR improve our employee experience?
    Identify your employees’ needs and how AR can help fulfil those needs. Examine which tools they already use in their work and to what extent they can be enhanced by, or even replaced, with augmented reality.
  • In what areas of our communication could this be most effective?
    Choose an area where visual storytelling and increased immediacy can foster the greatest positive impact.
  • How will we measure success?
    Start your program with one specific AR initiative and track its success. Feedback and metrics can help you make informed choices about investments going forward.

Digital workplaces are on everyone’s lips at the moment. And many have been delayed when it came to upgrade and adoption processes for their digital workplace strategy. Augmented Reality will eventually become a part of your digital workplace – so get brainstorming and start planning today!

Employee engagement according to Yoda from Star Wars

Employee engagement according to Yoda from Star Wars

Dear readers: This article was submitted to Open by a guest blogger, IC Yoda. While he may or may not have an interest in the promotion of Star Wars, we have decided to share his article in its original, unedited form, as he actually makes some great points on employee engagement. We hope you find it as insightful and enjoyable as we did.

By: IC Yoda (August 26, 2018)

Truly wonderful, the mind of the Employee is.

To nurture such minds, understand them first you must. For eight hundred years have I trained the Employee. Tell you what I have learned, now I will. The Employee’s strength flows from the Engagement. A powerful ally it is. Life creates it, makes it grow. Its energy surrounds us and binds us

Yoda with employees


Rules, regulations, procedures. The employee craves not these things.

Star Wars employee engagement


Mission, purpose, belief. Powerful are these. Keys to the Engagement these are. Without these, fail you will. Through the Engagement, things you will see. Other places. The future… the past. Old friends long gone.

Star Wars employee engagement


Trust in your employees you must place. Hope and mindfulness of the future you must plant…

Star Wars employee engagement


…and the Engagement grow you will.


As leader, the way forward must you show. From behind, lead one cannot


To answer power with power, the Employee way this is not. In business, a danger there is, of losing who we are.


To be the Employee is to face the truth and choose. Give off light, or darkness. Be a candle, or the night.

Star Wars employee engagement


May the Engagement be with you.

Star Wars employee engagement

Digital workplace

What to consider when using digital workplace data and insights

Digital workplace
Digital workplace

What to consider when using digital workplace data and insights

According to Open’s Digital Workplace Panel, people analytic skills and getting the job done faster, easier and better are key when activating data from your digital workplace.

Edited by: Anna Porko, Brand Innovation Manager (September 04, 2019)

Digital Workplace Panel

Our Panel is a group of experienced, curious and passionate digital workplace leads from some of Denmark’s largest companies – PANDORA, GEA, LEO Pharma, VELUX, DFDS, Haldor Topsoe, Dupont and Arla, amongst others. The panel meets bi-monthly for a couple of hours of inspiration and knowledge on how to get the most out our digital workplaces.

Every time the Panel gets together, a topic sets the direction for the meeting. This time the topic was: ‘What to consider when using the data and insights your digital workplace brings to the table’.

In the illustration below, you’ll find some of the take-aways from this meeting. Hopefully, you’ll find them a great help when you’re looking into the data and insights your digital workplace can provide you, your team – and the organization as a whole.

Digital workplace
Digital workplace
Digital workplace

Although, digital workplace focuses on our internal workflows and the changes in them, their adoption and people’s needs, it is important to remember that it also ties directly into our customer experience – as the customer experience is created by your employees. Hence, the need for focus.

Interested in joining the expert Panel?
If you’re heading the digital scene in your organization, maybe our Digital Expert Panel might be interesting for you to join too. You are very welcome to contact Andreas Ringsted who facilitates the panel.

You can reach him at +45 26 62 98 99 or by sending him an e-mail at [email protected].

About Open

Our approach

We believe that creating curiosity, encouraging active involvement, and sharing progress and successes is what engages employees.

Our Inspire-Act-Share engagement model is at the core of everything we do.

What we do

We empower employees. We boost local decision making by providing employees with business insight and sense of direction required to make the right choices in everyday work.

We create purpose by ensuring high employee engagement and performance by translating business strategies into meaningful and purposeful messages that employees can relate to.

We unite organizations by enabling the organization to function as one efficient organism by building bridges that tie the organization together, breaking down silos and hierarchies.

Open morning measurement

How to crack measurements in employee communication

open morning measurement
open morning measurement

How to crack measurements in employee communication

Open Morning: In employee communication, measurement continuously is a hot topic. But still, few of us do it and many find the why, what and how a tough cookie to crack. Are we allowed to ‘disturb’ the organization? What is worth measuring? And why isn’t an objective such as: ‘Helping employees to act on the strategy’ not solid enough?

At this Open Morning, Jesper Andersen, owner of Quantum, strategic advisor and international keynote speaker on communication measurement, will give his take on the role of internal communicators, what to measure and how to set the right – and concrete – objectives.

You will also meet Mads Vibe Jacobsen, Senior Communication Consultant at Danske Bank. He’ll give you insights in what and how he and his colleagues measured in the change communication project ‘Dreams & Ambitions’ and how they used the results to target their communication during the implementation.

When: September 20, 2018, at 08:30 to 9:45 a.m.

RSVP: September 15, 2018

Where: Open, Kristianiagade 8, 1. Sal, 2100 Copenhagen. Our office is close to Østerport Station. If you plan to go by car, you can park in the streets around the office (parking fees apply)

Sign up: Just send your name and organization to Solrun Øfjord through the button below. Looking forward to seeing you.

Sign up

Why boost or kick-start adoption of your digital workplace

Why boost or kick-start adoption of your digital workplace

Harvesting the benefits of a digital workplace requires adoption. Why? Because speeding up the process enables your people to deliver the right customer experience.

By: Tina Dejan, Digital Experience Director (August 30, 2018)

In employee communication, we have truly stepped into the age of digitalization where ‘digital workplace’ plays a huge role. It’s forming a workplace where communication, collaboration and getting the job done takes place in a seamless mix of online and offline.

Externally, organizations intensely strive to utilize digital as a lever for delivering relevant, engaging and convenient customer experiences. This certainly has a strong synergy with and impact on employee communication. Internally, creating a contemporary employee experience strengthens and optimizes people’s ability to work, communicate and interact in modern and engaging ways. This will help them deliver the optimal customer experience.

Still, this digitalization of the workplace internally is new and as everything new, it requires adoption – and an equal focus on the IT platform, the culture, the competences, the day-to-day tasks, the employee promise and the physical workspace. Just to name a few.

Why kick-start the adoption?
The simple answer to that question is: Return on investment! Many organizations struggle to harvest the benefits of their investments in a digital workplace platform due to slow or poor adoption. Often this is because they drive implementation solely as an IT project, rather than as the behavior change project it really is.

Changing the way, we work
Of course – and with all respect – adoption of a digital workplace is a complex transformation, and one which requires employees to change habits and ways of working. But it is also a vital cornerstone in communicating, collaborating and performing in modern organizations.

That is why this kick-start needs a clear purpose, involvement of the right stakeholders, a thorough mapping of drivers and barriers, and a clear digital adoption strategy to help the team in charge to focus on what changes they can implement, for example to:

  • Identify the most important behaviors that will support the desired adoption and outlines the signs and KPI’s that can be used to measure adoption.
  • Ensure different organizational perspectives to get a holistic approach to the changes needed.
  • Provide the foundation for an adoption plan to support the necessary changes and actions needed.

It’s not about producing a lot of documents for the drawer – it’s about involving the right people and getting started right away!

If you want to know more about how we help organizations re-start or kick-start digital adoption and our kick-starter workshop, you’re very welcome to contact Andreas Ringsted, Digital Advisory Team Lead

Helle Gudiksen NKT

On the Mic: Helle Gudiksen from NKT

Helle Gudiksen NKT
Helle Gudiksen NKT

On the Mic: Helle Gudiksen from NKT

We're so happy to have Helle Gudiksen, VP & Head of Communications in NKT, on the mic sharing her experiences with strategy communication and successful execution of it.

By: Solrun Sigfusdottir Øfjord, Senior Communication Advisor (August 7, 2018)

What’s on the top of your employee communication agenda right now?
It is the execution of our EXCELLENCE 2020 business strategy including our values.

What was your latest success and what made it a success?
Recently, we kicked off our EXCELLENCE 2020 roadshow where our CEO, accompanied by alternating members of our Group Leadership Team (GLT), visit a number of sites in Central and Northern Europe. We decided to focus on interaction and on engaging people in our purpose so everyone understands and considers how he or she contributes to our journey and ultimately our success.

After a short presentation by the GLT members, we invite all blue and white collar workers to a break-out session to discuss what the strategy means to us and our customers, what we can do even better, and ultimately, what they would like to ask the GLT in a strategy context. That, along with the following Q&A session, has so far resulted in a really engaged interaction between our people and the GLT, showing that we have passionate colleagues in the organization – with backbone to speak up and then commit, which is one of our values.

Why is it important to communicate your strategy internally?
While strategy is usually defined by top management, you need to onboard and engage your people as they are the ones to work with elements of the strategy on a daily basis. Commitment from everyone in the organization is a prerequisite for success, and the tricky part is how do you obtain that? To us, it is important to try to break down the strategy to ‘what’s relevant and what’s in it for me?’. One way of doing this is that everyone should leave the strategy session reflecting on what he or she can do more/less of or start doing for us to succeed. Also, how he or she impacts our culture and values every day.

What did you learn during the process?
The importance of keeping your people focus and knowing what you want out of the event. Also, as long as your concept and materials are thoroughly prepared, yet simple, you don’t need sophisticated settings to get the messages across and obtain good interaction, creativity and commitment.

What is your best advice/tip to other employee communicators?
Know your target group(s) and always have the ‘what’s in it for me?’ (the receiver) in mind – your local colleagues are key partners in that work.

‘On the Mic’ is a series of blog posts that invite internal communication professionals to share their take on employee communication, their view on trends within the field and what rocks their boat. Feel free to send us tips on who should be ‘On the Mic’ next.

open employee experience

It's all about the experience - also for people at work

open employee experience
open employee experience

It's all about the experience - also for people at work

Developing your business by improving the customer experience is also about optimizing the employee experience. How? Here’s help to fetch from a communication point of view.

By: Anna Porko, Communication Advisor, & Tina Dejan, Digital Experience Director (June 11, 2018)

Most organizations focus on continuous improvement of their customer experience. They anchor the ownership of the customer experience, bring in competencies that excel in experience design, and shape the organizations around the customer.

Organizations do this for one simple reason – because it pays off. Designing the customer experience to meet and exceed the customers’ expectations, preferences, and needs results in a competitive advantage on which companies win business.

At the core of the customer experience lie the employees – the people in your organization. They form, deliver, and innovate the customer experience. So, you could definitely argue that the customer experience relies on the employee experience – an argument fully supported by the reasons that drive customer loyalty and why customers leave.

What is employee experience?
Like customer experience, this employee experience – thing is there, whether you decide to influence it to your benefit or not.

A definition of employee experience could sound something like this: ‘Employee Experience is the sum of all interactions an employee has with an employer’.

To break this down into actionable elements, best-selling author and futurist Jacob Morgan, offers a structure that groups the employee experiences in three main environments: the cultural, the technical, and the physical.

The most important elements in each environment to investigate and address are:

open employee experience

Why bother with Employee Experience?
Studies indicate that 68% of customers leave a company because of a poor employee attitude, and 70% of customer brand perception is determined by the experience with the company’s employees. Improving the foundation for the employees’ attitude, that is the experience you offer your employees, will have a direct impact on how your customers relate to your company, and therefor also to your top line.

We live in an increasingly digital and transparent world, where employees – also driven by the rising number of millennials in the workforce – expect meaningful and enjoyable work experiences. We are no longer grateful for having a job just because we need one. We look for jobs that are meaningful to us and companies whose purpose we can identify with. Our jobs are a defining part of our lives and we are getting increasingly selective – just like customers.

Employees whose needs and expectations are met and exceeded are more productive. They are passionate and enthusiastic about their work and the organisation they work for. They align with the organisation’s mission and positively drive the organisation’s reputation and interests – in the office and out. As you can see, employee experience has a direct impact on your bottomline through higher productivity, but also through improved talent attraction, lower turnover, and lesser absenteeism.

How to take first or next steps?
We have worked on simplifying the first steps in how to take the first steps in creating a holistic employee experience design in your organization:

  1. Connect to purpose and business drivers
    First, make sure you can connect your focus on employee experience to your purpose and business drivers.
  2. Explore, discover, and generate data and insights
    Get to know your people, what makes them tick, what are their aspirations, how do they like and need to work. Use the data you already have, go talk to your people in a structured way, and don’t forget the digital workplace platforms. The technology driven platforms provide quantitative and behavioral data on channel preferences, on collaboration methods, and on informal structures within the organization.
  1. Get to know the employee experience you offer today
    The design and strategic execution must be driven by data on what the employees are actually experiencing: Where the pain points are, what is going well, what is missing, what do the employees aspire to, and what is standing in their way? Once, you understand the reality of your employees’ as human beings, you will see how to create an experience that is rewarding, motivating, engaging, and that attracts the best talent.

By comparing your findings from the points above, you will get a picture on the employees’ needs and wants contra your present offering. Align this to your business drivers and you can prioritize where to begin your efforts. Think of it as an eco-system that provides an infrastructure for continuous calibration – not a one-off project.

How can internal communication contribute?
So, what can we do to create those great employee experiences? This is not something you can do alone. You will need to align HR, IT, communication, and management – maybe facilities and sales too, to pull together.

The communication you offer internally should support the needs and preferences of the employees, not only the needs of the business. Ensure that internal and external messaging are fully aligned.

External marketing communication have already cracked this nut – think of the direct communications where all content is tailored to the recipient and delivered at the right time. They are already there. Internal communications is learning from its older sister, and doing it fast. We’re learning to utilize data to support decision making and the creation of employee experiences. And although we are one piece among many in a bigger puzzle of employee experience, let’s not be the one in the wrong spot.

If you are interested in a more detailed breakdown on how to start thinking about employee experience and driving it in your organization – have a look at our tool, Roadmap to Employee Experience, first published at our annual ChangeComm event, and soon available as a pdf. For now, get in touch and we will get a version over to you!

Employee experience

Employee experience on the agenda

Employee experience
Employee experience

Employee experience on the agenda

Employee Experience is most certainly on the agenda for the approx. 50 communicators that attended. These professionals hail from Denmark’s largest companies present at our ChangeComm event this past Thursday in Copenhagen.

By: Kristina Malther, Managing Director, Open CPT (June 1, 2018)

Employee Experience is a way of working across functions to create not only engagement, but also heighten performance and improving the customer experience.

Employee experience

Three key take-aways from our speakers:

  • Focus on improving the ‘moments that matter’ to employees. The ‘moments that matter’ are at the very core of the Employee Experience in your organisation and the best place to start.
  • Just-do-it! Rather than waiting to come up with the perfect solution. It is a large field, and one that can seem overwhelming, but now is the time to experiment and learn as you go.
  • Be truly curious about the people who work in your organisation to match their needs and wants. Too often we are more concerned with what we think people want, than actually listening to what they really want.

Want to know more about Employee Experience and how to approach it from an employee communication perspective? Get in touch.


Employee communications – About Open

Our approach

We believe that creating curiosity, encouraging active involvement, and sharing progress and successes is what engages employees.

Our Inspire-Act-Share engagement model is at the core of everything we do.

What we do

We empower employees. We boost local decision making by providing employees with business insight and sense of direction required to make the right choices in everyday work.

We create purpose by ensuring high employee engagement and performance by translating business strategies into meaningful and purposeful messages that employees can relate to.

We unite organizations by enabling the organization to function as one efficient organism by building bridges that tie the organization together, breaking down silos and hierarchies.

safety communication best practice

How to communicate and implement best safety practices

safety communication best practice
safety communication best practice

How to communicate and implement best safety practices

In safety communication, sharing best practices is evidence of that efforts matters and that things can be improved. Here are a couple of things to consider and a link to our tool to communicating best practices.

Sharing best practices is about value documentation and exemplifying what works well, provide knowledge, and showcase collaboration. Moreover, it is an important addition to the continual improvement approach, e.g. LEAN, focused on identifying and solving problems.

But what works the best, when communicating best safety practices? And how do we in our communication drive local engagement and adoption? Let’s have a look.

Learning from failures or successes?
In safety communication, it is definitely a balance between learning from failures and near-misses or from successes. There is no doubt that there are learnings to be made from failures and near misses, but in most cases (especially in storytelling), we are proponents for focusing on the positive – that things can be different, safer.

A single-minded focus on problems may be demoralizing because it illustrates failures in people actions. While initiatives promoting what people are doing right, raise morale by demonstrating that achieving e.g. target ZERO is possible.

This can be referred to what is called ‘social proof’ which is a psychological phenomenon where people when in doubt on how to behave look around and mirror their behavior to what they see, hear, or read. That is why it is important to clearly communicate the good example and requirements through tools, safety talks, role-model stories, and local leadership.

What defines best and how to support implementation/adaptation?
The perceptions of a best practice variates from organization to organization, but as a minimum, a best practice must:

  • Be innovative and/or an improvement and/or to set a precedent.
  • Demonstrate evidence of success and sustainable impact.
  • Have the potential to be replicated or adapted to other settings.

There is of cause more to the practice sharing than a catchy title and a positive approach to storytelling. You will also need:

  • People to facilitate identification and sharing.
  • Processes and tools that are designed to share knowledge.
  • A commitment to take the time needed to identify, prepare, communicate, adapt, and to supervise.

Having the check list in place, you now need to drive engagement and adoption in the organization. To succeed your need to be strategic in your communication, and the six steps in the Roadmap below can be a help to get started. Enjoy!


Open Morning on GDPR

Open Morning on GDPR


Open Morning on GDPR

Do your colleagues know what GDPR is all about? Are they ready for these European regulations in their everyday work? And do they know why GDPR is important?

On 25 May 2018, The EU General Data Protection Regulation (GDPR) will be enforced. At this Open Morning, we will dive into what to be aware of and how good communication can help make GDPR tangible and relevant for employees.

At Open, we have been working with various Danish companies on preparing their employees for GDPR. Among other projects, we have worked with TDC on an internal awareness campaign, focusing on how to handle these regulations and personal data across TDC.


  • What is it and what to be aware of
    Rune Fick Hansen from IT-Branchen will give a short introduction to GDPR and share some tips & tricks for what to be aware of.
  • How to anchor it in your organization
    Sune Holm from TDC will talk about how TDC has communicated GDPR to a large and diverse group of employees.

We’ll start at 8:30 a.m. with coffee and croissants, and we’ll wrap up at 9.45 am. Short & sweet, so you can get back to work.

How to register
If you’d like to join us for this exciting Open Morning please send an e-mail with your name and the name of your organization to Partner and Senior Communication Advisor Kasper Beck Steensen at [email protected].

RSVP is 27 May 2018

We hope to see you on 3 May!