Embedded Files
破局重生：以科學與遊戲重塑團隊力
破局重生：以科學與遊戲重塑團隊力
Breaking Through to Renewal: Rebuilding Team Capability Through Science and Experiential Design
Breaking Through to Renewal: Rebuilding Team Capability Through Science and Experiential Design
2025年，Eurofins Hong Kong迎來架構重組的關鍵時刻。變革之中，如何凝聚團隊、釋放潛能，成為管理層最關注的命題。為此，我們引入了一套結合科學分析與沉浸式體驗的團隊建設計劃，讓員工在挑戰中重新連結，在協作中找到歸屬。
In 2025, Eurofins Hong Kong entered a pivotal phase of organizational restructuring. Amid this transformation, leadership identified a critical priority: how to strengthen team cohesion and unlock collective potential during a period of change. In response, we introduced an innovative team development initiative that combines behavioral science with immersive experiential learning—designed to reconnect employees, reinforce collaboration, and rebuild a shared sense of purpose.
活動開始之前，每位參與者先進行DISC性格分析。這份報告不只是一組數據，而是為團建鋪設的精密藍圖——我們根據成員的溝通風格與行為特質，將他們分組，並預先編排團隊中的角色。支配型的人擔任策略主導，穩健型的人負責資源協調，謹慎型的人活動開始之前，每位參與者先進行DISC性格分析。這份報告不只是一組數據，而是為團建鋪設的精密藍圖——我們根據成員的溝通風格與行為特質，將他們分組，並預先編排團隊中的角色。支配型的人擔任策略主導，穩健型的人負責資源協調，謹慎型的人專注細節解碼。讓對的人在對的位置上出發，是高效協作的第一步。專注細節解碼。讓對的人在對的位置上出發，是高效協作的第一步。
Prior to the program, all participants completed a DISC personality assessment. This was not treated as a standalone diagnostic, but as a strategic foundation for the entire experience. Based on individual communication styles and behavioral tendencies, participants were deliberately grouped and assigned predefined roles within their teams. Dominant profiles led strategy and decision-making, Steady profiles coordinated resources and maintained team alignment, while Conscientious profiles focused on logic, accuracy, and problem-solving. Placing the right people in the right roles from the outset proved to be the first step toward effective collaboration.
團建當日，團隊走進以「密室逃脫」為主題的場景。但這不只是一場解謎遊戲，更是一場角色扮演的實戰演練。每位成員戴上專屬身份，在限時壓力下，必須依賴彼此的特長才能破關。有人負責拆解線索，有人統籌全局，有人安撫團隊節奏。當最後一道門被打開，他們學到的不只是分工的重要性，更是彼此信任的價值。
On the day of the program, teams entered an immersive escape-room-style environment. More than a problem-solving exercise, this was a live simulation of cross-functional collaboration under pressure. Each participant assumed a defined role and, within strict time constraints, had to rely on the complementary strengths of others to succeed. Some analyzed clues and patterns, others orchestrated overall progress, while some maintained team morale and focus. When the final challenge was overcome, participants gained more than an appreciation of task allocation—they experienced firsthand the power of trust, interdependence, and aligned effort.
活動結束後，我們提交了一份詳盡的整合報告。報告結合DISC數據與團建中的協作表現，為每位員工分析潛能定位，並提出具體的職涯路徑建議——從橫向崗位輪調到縱向晉升培訓，讓公司能夠有策略地協助員工規劃發展藍圖。
Following the event, a comprehensive integration report was delivered to management. By combining DISC assessment data with observed behaviors during the activities, the report provided individualized insights into each employee’s strengths, development potential, and optimal positioning within the organization. Practical career development recommendations were outlined, including horizontal role rotations, targeted capability development, and structured pathways for vertical advancement—enabling the company to support talent growth with greater precision and strategic intent.
這次計劃，不只是一場團建，更是一次組織的深度對焦。當員工看見自己被理解、被善用、被賦予成長的空間，士氣自然提升，生產力也隨之而來。Eurofins Hong Kong在重組之後，正以更穩健的姿態，迎接下一個階段的挑戰。
Ultimately, this initiative was far more than a team-building exercise. It served as a focused diagnostic and alignment process for the organization itself. When employees feel understood, effectively utilized, and supported in their growth, engagement and morale naturally rise—driving sustainable improvements in performance. Following its restructuring, Eurofins Hong Kong is now positioned to move forward with renewed clarity, stronger teams, and greater confidence in meeting the challenges ahead.
Page updated
Google Sites
Report abuse