Psychological Features of the Implementation of Organizational Changes in IT Companies

This work is a project and commissioned by the company X. Company X, like many other companies in an ever-changing, unstable world faced with difficulties in implementing organizational changes. In the VUCA world this situation is not new, especially in the field of IT psychologists-consultants are trying to prepare the company for the future, which is not yet defined, and look for answers to questions that have not even been asked clearly. The approach to understanding innovation as a special organizational knowledge created through the integration of informal and formal knowledge of the company in the described conditions is one of the most effective, as it shows successful practical experience with innovation. However, implementing changes through working with informal knowledge of the organization requires not only an understanding of the image of innovation, but also specific organizational conditions at the time of implementation. The results of internal organizational changes are forcing companies to increasingly rely on a team-based approach to employee performance management instead of a hierarchical and matrix structure to achieve organizational goals, as research shows that the team structure allows for potentially more effective solutions to complex company problems. This work is aimed at the implementation of the primary diagnostic stage of the company's request analysis.as part of this work, we intend to create a diagnostic tool for company X, with which the customer will be able to analyze the project teams and diagnose their barriers and development zones, and will also help to assess the effectiveness of IT teams. The purpose of this work is to create a questionnaire that will measure the performance of team work of employees on the order of IT company X, as well as to identify the nature of the relationship between it and team performance indicators (KPI).