Impactful Strategies in Action

Find how WrightEngage has partnered with organizations to create impactful communication strategies and drive remarkable results. Our case studies showcase real-world examples of how we've transformed employee engagement and organizational success through tailored training programs.

A blue and white logo of constellation quality health

Case Study 1

CCME Becomes Constellation Quality Health
After 40 years, the Carolinas Center for Medical Excellence had a sterling reputation and long-tenured employees who are passionate about improving the health and well-being of their partner’s patients. However, in order to grow and expand their quality efforts into new areas and new states, they needed a name that reflected their broader capabilities and geographic footprint.

Case Study 1

CCME Becomes Constellation Quality Health

After 40 years, the Carolinas Center for Medical Excellence had a sterling reputation and long-tenured employees who are passionate about improving the health and well-being of their partner’s patients. However, in order to grow and expand their quality efforts into new areas and new states, they needed a name that reflected their broader capabilities and geographic footprint.

The Employee Challenge: Changing a name can be very challenging to employee pride and connection built over many years. This is even more true when a change doesn’t feel necessary or imposed. It’s one thing when there’s a merger or other event, but making a bold step toward the future can, if not handled well, feel like an indictment of the past. 

Solution: A Steady Drumbeat Over six months, WrightEngage worked with leaders to introduce the concepts of the new name they were choosing. Opening the curtain to the reasons behind the change and openly discussing some of the options and asked for feedback. A month prior to the external reveal, we provided tools and presentations to use with partners in draft form, took feedback and built solutions employee’s stated need. We created a video that explained the name change that was both something they could see, but also share.

What Worked? After launch, employees responded that it felt like a natural transition. The introduction didn’t feel like a “big deal” because they were prepared. On day one, they were advocates of the new name, telling their story and open to the universe of possibilities represented in Constellation Quality Health’s future.

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A black and white logo of nica

Case Study 2

CCME Becomes Constellation Quality Health
After 40 years, the Carolinas Center for Medical Excellence had a sterling reputation and long-tenured employees who are passionate about improving the health and well-being of their partner’s patients. However, in order to grow and expand their quality efforts into new areas and new states, they needed a name that reflected their broader capabilities and geographic footprint.

Case Study 2

CCME Becomes Constellation Quality Health
After 40 years, the Carolinas Center for Medical Excellence had a sterling reputation and long-tenured employees who are passionate about improving the health and well-being of their partner’s patients. However, in order to grow and expand their quality efforts into new areas and new states, they needed a name that reflected their broader capabilities and geographic footprint.

The Employee Challenge: Changing a name can be very challenging to employee pride and connection built over many years. This is even more true when a change doesn’t feel necessary or imposed. It’s one thing when there’s a merger or other event, but making a bold step toward the future can, if not handled well, feel like an indictment of the past.

Solution: A Steady Drumbeat Over six months, WrightEngage worked with leaders to introduce the concepts of the new name they were choosing. Opening the curtain to the reasons behind the change and openly discussing some of the options and asked for feedback. A month prior to the external reveal, we provided tools and presentations to use with partners in draft form, took feedback and built solutions employee’s stated need. We created a video that explained the name change that was both something they could see, but also share.

What Worked? After launch, employees responded that it felt like a natural transition. The introduction didn’t feel like a “big deal” because they were prepared. On day one, they were advocates of the new name, telling their story and open to the universe of possibilities represented in Constellation Quality Health’s future.

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A black and white logo of the company freddie mac.

Case Study 3

CCME Becomes Constellation Quality Health
After 40 years, the Carolinas Center for Medical Excellence had a sterling reputation and long-tenured employees who are passionate about improving the health and well-being of their partner’s patients. However, in order to grow and expand their quality efforts into new areas and new states, they needed a name that reflected their broader capabilities and geographic footprint.

Case Study 3

CCME Becomes Constellation Quality Health
After 40 years, the Carolinas Center for Medical Excellence had a sterling reputation and long-tenured employees who are passionate about improving the health and well-being of their partner’s patients. However, in order to grow and expand their quality efforts into new areas and new states, they needed a name that reflected their broader capabilities and geographic footprint.

The Employee Challenge: Changing a name can be very challenging to employee pride and connection built over many years. This is even more true when a change doesn’t feel necessary or imposed. It’s one thing when there’s a merger or other event, but making a bold step toward the future can, if not handled well, feel like an indictment of the past.

Solution: A Steady Drumbeat Over six months, WrightEngage worked with leaders to introduce the concepts of the new name they were choosing. Opening the curtain to the reasons behind the change and openly discussing some of the options and asked for feedback. A month prior to the external reveal, we provided tools and presentations to use with partners in draft form, took feedback and built solutions employee’s stated need. We created a video that explained the name change that was both something they could see, but also share.

What Worked? After launch, employees responded that it felt like a natural transition. The introduction didn’t feel like a “big deal” because they were prepared. On day one, they were advocates of the new name, telling their story and open to the universe of possibilities represented in Constellation Quality Health’s future.

Read More
A blue and white logo of newmont mining company.

Case Study 4

CCME Becomes Constellation Quality Health
After 40 years, the Carolinas Center for Medical Excellence had a sterling reputation and long-tenured employees who are passionate about improving the health and well-being of their partner’s patients. However, in order to grow and expand their quality efforts into new areas and new states, they needed a name that reflected their broader capabilities and geographic footprint.

Case Study 4

CCME Becomes Constellation Quality Health
After 40 years, the Carolinas Center for Medical Excellence had a sterling reputation and long-tenured employees who are passionate about improving the health and well-being of their partner’s patients. However, in order to grow and expand their quality efforts into new areas and new states, they needed a name that reflected their broader capabilities and geographic footprint.

The Employee Challenge: Changing a name can be very challenging to employee pride and connection built over many years. This is even more true when a change doesn’t feel necessary or imposed. It’s one thing when there’s a merger or other event, but making a bold step toward the future can, if not handled well, feel like an indictment of the past.

Solution: A Steady Drumbeat Over six months, WrightEngage worked with leaders to introduce the concepts of the new name they were choosing. Opening the curtain to the reasons behind the change and openly discussing some of the options and asked for feedback. A month prior to the external reveal, we provided tools and presentations to use with partners in draft form, took feedback and built solutions employee’s stated need. We created a video that explained the name change that was both something they could see, but also share.

What Worked? After launch, employees responded that it felt like a natural transition. The introduction didn’t feel like a “big deal” because they were prepared. On day one, they were advocates of the new name, telling their story and open to the universe of possibilities represented in Constellation Quality Health’s future.

Read More

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