A Guide to Transition Plans

January 15, 2023 - 7 min read

Wrike Team

In a constantly evolving job market, change is inevitable. Whether it’s a career change, retirement, relocation, or business shift, transition is a part of life. A well-structured transition plan can simplify the daunting task of making a big change.

In this article, we will explore how to develop a successful transition plan.

Understanding the importance of a transition plan

Transition planning is a crucial component for achieving success in any life change situation. Without a plan, you may find yourself floundering or struggling to adapt. A good plan helps you navigate your transition confidently with a clear and simple roadmap.

Benefits of a well-structured project transition plan

Having a transition plan offers immense benefits.

It makes you feel more in control, reducing anxiety and uncertainty. This, in turn, can help you to stay focused, leading to increased productivity, improved time management, and reduced stress levels.

Furthermore, a transition plan can help you to identify potential roadblocks and challenges before they become significant issues. This will keep you on track to achieving your goals.

Identifying the need for a project transition plan

A project transition plan is important for professional, personal, or business goals. Knowing this from the beginning can help you prepare for the future.

It’s important to identify areas in your life that require a plan for change. These areas may include switching careers, changing relationships, or setting personal goals. Keep in mind that a transition plan is not set in stone and may require adjustments along the way. However, having a plan in place can provide you with the foundation and structure you need to navigate through any life change with confidence.

Use Wrike to start a project transition plan

Trying to keep all the task planning and tracking in your head or on a spreadsheet can raise anxiety and lower productivity. Remember that there are tools to quickly track, see, and start getting your transition plan in motion. Wrike is one of them.

Assess your current project transition situation

Next, set aside time to evaluate your current situation. Assess your strengths, find weaknesses, and improve through self-reflection, assessment tools, or feedback from mentors or colleagues. Doing all of these can help you gain an understanding of yourself, your current situation, and how others may perceive you.

When self-reflecting, think about your personal and professional goals, values, and motivations. Consider what you enjoy doing, what you’re good at, and what you find challenging.

When assessing yourself, try using tools like personality tests, skills assessments, and career aptitude tests to evaluate your strengths and weaknesses. Ultimately, you should use your strengths and work on your weaknesses for an easier transition period.

When looking for feedback from trusted mentors or colleagues, ask for an honest opinion regarding your strengths and weaknesses, and listen carefully to what they have to say.

Identify areas for improvement

Once your areas to improve upon are identified, consider learning new skill sets, finding a mentor, or seeking professional development opportunities.

Brainstorm the skills and knowledge you need to succeed in your desired career or life change. You could take courses or attend workshops to develop these skills. You could also look for opportunities to gain experience in areas where you need improvement, such as volunteering or taking on new responsibilities at work.

Finding a mentor can also be a valuable way to identify areas for improvement. A mentor can provide you with guidance and advice, especially if they have experience in your desired career or life change and are willing to share their knowledge and expertise with you.

Set realistic goals and expectations

Maintain focus and ensure a smooth transition with realistic goals and expectations.

Take the time to identify what you want to achieve, and set a timeline for achieving it. Break your goals down into smaller, actionable steps, and track your progress along the way. It is also important to celebrate your successes and learn from your failures.

Remember that transitions take time and that setbacks are a normal part of the process. Be patient with yourself, and keep your focus on your goals. With hard work and perseverance, you can achieve the life change you desire.

Develop a clear vision for the future

This is a crucial step towards achieving success in any area of life. It will assist you in creating a vision that is not only achievable but also aligned with your core beliefs and priorities.

Define your desired outcomes

This step allows you to define success on your own terms. Then you can create a roadmap that will guide you toward achieving your goals.

Remember to keep your outcomes specific and measurable. This will help you track your progress and make adjustments along the way. It’s also important to consider any potential challenges or obstacles that may arise and have a plan in place to overcome them.

Establish a timeline for your transition

Timelines help you plan for factors such as finances, personal development, and accountability.

Avoid rushing the process, as it can lead to burnout. At the same time, try not to take too long, since it is a gateway to procrastination and loss of motivation.

Align your vision with your values and priorities

Alignment is a key ingredient in the recipe for long-term success and fulfillment.

Reflecting on your values and priorities makes it easier to add in any necessary adjustments and ensure that your goals are sustainable and fulfilling.

Create a detailed action plan

A comprehensive action plan is the final step to implementing a successful transition plan. This is an essential part of the process, as it keeps everybody on track and addresses problems before they become overwhelming for your team.

Break down your goals into manageable steps

This helps things fit together smoothly and makes the transition less stressful. It will also create opportunities for you to celebrate your progress incrementally.

If your goal is to transition your business to a new software platform, you can break it down into smaller steps, like researching different software options, selecting the best one for your business, training your employees on how to use it, and implementing it.

Assign responsibilities and resources

This ensures that everybody involved in your transition knows their role — what to do and when to do it. Setting out the necessary parameters like budgets and personnel is a great way to map out your transition.

Establish transition plan milestones and deadlines

This enables you to measure progress and establish the necessary adjustments to keep you on track to meet your goals.

If your objective is to transition to a new software platform within six months, you can establish milestones at the three-month and six-month marks.

Conclusion

A well-structured transition plan provides a clear roadmap to achieving your goals effortlessly, while an unorganized plan can lead to confusion, frustration, and stress. By understanding the importance of a transition plan, identifying the need for one, assessing your current situation, developing a clear vision, and creating a detailed action plan, you can achieve the life, career, or business transition of your dreams. Follow this guide, and you will be well on your way to transitioning with ease and grace.

Master the art of effective transitions by building a seamless transition plan with Wrike’s dynamic work management platform. Begin your free trial now and ensure smooth, well-executed changes within your organization.

Try Wrike for free

Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

Wrike Team

Occasionally we write blog posts where multiple people contribute. Since our idea of having a gladiator arena where contributors would fight to the death to win total authorship wasn’t approved by HR, this was the compromise.

#Team Management #leaders #Human Resources

Leadership 7 min read

Setting the Benchmark: Sample Department Goals for Long-Term Success

In order for companies to achieve long-term success, it is crucial to establish thoughtful and effective department goals. But what does it take to create department goals that truly set the benchmark for success? In this article, we will explore the importance of department goals, how to set SMART goals, and provide specific examples for various industries. Ensure your department goals are designed for long-term success by implementing a powerful tool like Wrike. Sequence, organize, and track your objectives effortlessly with a 14-day free trial of Wrike's advanced work management tools. Try Wrike for free Understanding the Importance of Department Goals When each department has clear goals, it aligns its efforts and resources toward the same outcome. Since each team has a specific target to aim for, they know what to prioritize. This leads to better communication and collaboration among employees, higher productivity and engagement, and a focus on continuous improvement. Aligning Department Goals with Company Vision Department goals should always be aligned with the company’s overall vision, as everybody should be working towards the same objectives. When creating goals, it’s important to consider how they will contribute to the company’s long-term vision and mission. This not only helps to keep the department on track but also provides a sense of direction and purpose for every employee. If a company’s goal is to become a leader in sustainable practices, each department’s goals should reflect this vision. The marketing department may set a goal to promote the company’s sustainable initiatives, while the operations department may set a goal to reduce waste and implement energy-efficient practices. Enhancing Employee Engagement and Satisfaction Department goals also have a direct impact on employee satisfaction and engagement. Additionally, having clear goals reduces employee stress, which can lead to a better work-life balance. Driving Continuous Improvement and Innovation Setting department goals that focus on continuous improvement and innovation is crucial for keeping pace with the ever-changing business landscape. Departments can push themselves to go beyond their current capabilities and continuously improve, since there is potential for implementing new ideas and approaches that further drive the company forward. A sales department may set a goal to increase sales by 10% in the next quarter. To achieve this goal, they must think outside the box. Various solutions would include exploring new markets, developing new products, or improving their sales techniques. Marketing teams can set a goal to improve project efficiency more easily through the use of a project management tool with multiple views like we offer with Wrike - when everything is in clear view, meeting and exceeding goals becomes far easier. Try Wrike for free Setting SMART Department Goals To create effective department goals and have a quantifiable way to measure success, it’s important to follow the SMART framework (Specific, Measurable, Attainable, Relevant and Realistic, and Time-Bound). Specificity in Department Goals Department goals should be specific and well-defined. This means outlining exactly what the department will achieve and how they plan to achieve it. A specific goal could be to “Increase sales revenue by 20% in Q3 by launching a new marketing campaign.” This provides a clear direction for the entire department. Measurable Outcomes Goals should be measurable to track progress and success. This translates to creating metrics such as tracking website traffic or monitoring sales numbers. Measuring outcomes also helps to identify areas of improvement. By regularly monitoring progress toward the goal, adjustments can be made to keep the department on track toward achieving the goal. Attainable Objectives Goals should be challenging but also attainable. Pause to evaluate the department's resources and capabilities when setting the goal. An unattainable goal can lead to a lack of motivation and a decrease in productivity. However, keep the department’s capacity for growth in mind. By setting goals that challenge the department’s capabilities, growth can be achieved while ensuring that the goals are still within reach. Relevant and Realistic Targets Department goals should be relevant and realistic to the company’s overall vision and mission. Using the given timeframe and available resources, align goals with the department’s core responsibilities. Time-Bound Goals Goals should have a clear timeframe and deadline. This keeps the department focused and on track toward the target when everyone is working on their tasks. It also establishes a culture of accountability, as you can conduct progress monitoring through regular check-ins and adjustments. Examples of Goals for Various Industries Every department in an organization has its own set of SMART goals and objectives that are aligned with the overall business strategy. Here are some examples for various industries: Sales and Marketing Goals The sales and marketing department is responsible for generating revenue and increasing brand awareness. To achieve these goals, they need to concentrate on acquiring new customers and retaining existing ones. One of the best ways to do this is by launching a new digital marketing campaign targeted at the ideal customer persona. This can help increase the number of leads generated by 50% in Q2. Additionally, the team can work on improving customer engagement by creating personalized content and offering promotions that align with their interests. This serves as an opportunity to increase customer loyalty and retention rates. Human Resources Goals The human resources department is tasked with managing the organization's most valuable asset - its employees. To do so, they need to focus on improving employee engagement and retention rates. Implementing a new wellness program and regular check-ins with managers is a great strategy to utilize, as this can increase employee satisfaction scores by 10% by Q4. The team can also work to streamline hiring processes by using technology solutions such as applicant tracking systems and video interviews. This can help reduce the time-to-hire and ensure that the organization hires the best talent. Finance and Accounting Goals The finance and accounting department must manage the organization's financial resources. To accomplish this, they need to work on reducing costs, improving cash flow, and increasing profitability. Renegotiating vendor contracts and implementing more efficient billing processes will increase cash flow by 25% in Q3. Use data analytics to identify areas where the organization may reduce costs and increase profitability in the long run. Information Technology Goals The information technology department is responsible for managing the organization's technology infrastructure. To achieve this, they need to focus on improving system uptime, increasing cybersecurity measures, and developing new technology solutions. One of the best ways to do this is by implementing regular system backups and a preventative maintenance plan. This can help reduce system downtime by 50% in Q2. The team can improve overall efficiency and output by developing new technology solutions, such as mobile applications and cloud-based systems. Operations and Supply Chain Goals The operations and supply chain department must know how to manage the organization's supply chain and ensure that products are delivered on time and at the right quality. To accomplish this, they need to improve supply chain efficiency, reduce costs, and enhance product quality. By implementing a new inventory management system and improving communication with suppliers, lead time could be reduced by 20% in Q3. Additionally, the team can work on improving product quality by using data analytics to identify areas where the organization can make improvements. This ensures that the organization delivers products that meet customer expectations. Conclusion Setting benchmark department goals is crucial for the success of any company. By aligning department goals with the company’s overall vision, setting SMART goals, and continuously monitoring progress, departments can contribute to the organization’s success and drive long-term growth. By using the department goals examples provided for various industries, companies can begin to create objectives that are specific, measurable, attainable, relevant and realistic, and time-bound. A recipe for long-term success, organizations will see the fruits of their labor in the form of increased employee engagement and satisfaction and greater innovation. Set your department up for long-term success with effective goal-setting powered by Wrike's advanced work management tools. Start your free trial today and unlock better collaboration, strategic planning, and measurable results. Try Wrike for free Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

Leadership 7 min read

High-Performance Team Norms Guide

Teamwork and collaboration are essential aspects of a successful business. When teams work effectively together in a group, they can achieve goals that would be impossible for an individual. Team norms are group norms, which are a part of life. Try Wrike for free Understanding the importance of team norms Team norms are the expectations and behaviors that guide team interactions and decision making. These norms can either support or hinder team performance. When norms are unclear or dysfunctional, team members may struggle with conflict, making decisions, or achieving goals. Additionally, poor communication can lead to frustration, confusion, and a lack of motivation. Therefore, it is essential to establish effective and high-performing team norms. Define team norms Team norms provide the foundation for how team members work together. To establish these norms, the team must define their expectations and the behaviors that support those expectations. These should be agreed upon by everyone on the team and communicated clearly. An example could be that all team members are expected to arrive on time for meetings. This norm supports the team’s goal of being productive and respectful of each other’s time. All employees must join discussions and share opinions to make informed decisions based on different perspectives, which also supports the team’s goals. The impact of norms on team performance High-performance team norms establish a culture of teamwork and collaboration. When team members are working toward shared goals, they are better positioned to achieve them. Teams with strong norms are more productive, highly motivated, and better able to navigate challenges. Additionally, they have a lower risk of conflict since team members understand what is expected of them. A team with a norm of open and honest communication is more likely to resolve conflicts quickly and effectively. This is because team members feel comfortable expressing their concerns and working together to find solutions. A conflict-avoidant team may struggle with problem solving, leading to anger and distrust among team members. Benefits of establishing strong team norms Strong team norms bring a host of benefits to the team, including: Improved communication and collaboration so teams can work more effectively together Increased motivation and productivity, which leads to a stronger sense of accomplishment Better decision-making processes that yield better outcomes and a sense of shared ownership over the decision-making process Greater accountability and trust among team members, leading to a greater sense of respect within the team Increased job satisfaction in team members who feel supported and valued, meaning they are more likely to enjoy their work and feel satisfied with their job Identify the key elements of high-performance team norms When establishing effective team norms, several key elements need to be considered. Creating high-performance team norms requires clear communication, mutual accountability, and a shared commitment to the team’s goals. These elements are crucial for establishing an effective team dynamic. Clear communication ensures that everyone is on the same page and understands their roles and responsibilities. Mutual accountability means that team members hold each other responsible for their actions and contribute to the team’s success. Lastly, a shared commitment to the team’s goals ensures that everyone is working toward a common objective. These norms serve as the foundation for fostering collaboration, productivity, and trust among team members. Clear communication when sharing information Clear communication requires setting expectations for how team members communicate with one another. It needs to have agreed ways to share information, like when and how to give updates or feedback. An example could be sending emails for formal team meetings. Use Wrike for sharing information Using Wrike to share information has become a positive team norm, enhancing collaboration and productivity. The platform’s user-friendly interface enables teams to effortlessly communicate project updates, timelines, and tasks, fostering transparency among team members. With Wrike, everyone stays informed and aligned, leading to more efficient workflows and successful project outcomes. Team norms in team meetings Try holding regular team meetings where everyone can share updates and discuss any challenges or roadblocks they are facing. This helps everyone know what’s happening in the team and they can offer help or input when necessary. Trust and accountability Trust is built over time through consistent actions that demonstrate reliability. Team members need to trust each other to keep their promises and fulfill their commitments. Accountability involves committing to the goals and objectives of the team and holding each other accountable to these goals. This means being willing to take responsibility for mistakes or failures and working together to find solutions to problems. Assign clear roles and responsibilities to team members so they know what is expected and can work toward their goals. Goal alignment and information sharing Teams with a common understanding of their goals and how they help the organization’s overall objectives can work together more effectively. Involve team members in goal setting to show that everyone is important and working together for the team’s success. When sharing information, it is vital to have trust and goal alignment as a team norm. Try Wrike for free Adaptability and flexibility for better team experience It is inevitable that teams will experience unexpected circumstances that can derail progress toward their goals. Teams must be adaptable and flexible, with an eagerness to pivot or make changes in the course of their work. Remember to encourage open communication and a willingness to try new approaches so that the team is able to adapt quickly to changing circumstances and can continue to make progress toward their goals. Recognition and appreciation Teams need to celebrate their successes and acknowledge the hard work that colleagues put in to achieve those successes. This can boost morale and increase motivation among team members. Establish a culture of gratitude. This means recognizing team members’ efforts, celebrating achievements, and showing appreciation for everyone’s hard work and commitment. 5 steps to establish high-performance team norms Follow these key steps as you begin to establish high-performance norms within your team: 1. Assess your team’s current norms Assess your current norms and identify any areas of improvement by conducting surveys, interviews, or working sessions with your team members. Once you have gathered this information, you can identify areas where you need to focus your efforts. 2. Engage team members in the process Verify that everyone is on the same page and has had an opportunity to contribute their ideas. This can be done through team meetings, workshops, or brainstorming sessions. 3. Set clear expectations and boundaries Once the team has agreed on its norms, it is essential to communicate them clearly and set boundaries around them. This will help employees remember the norms and act in line with them in their work. 4. Develop a shared vision and goals Check to make sure that the whole team shares the same vision and goals. This will ensure that everyone is aligned and working toward the same objectives. 5. Implement and monitor the new norms Ensure that everyone understands their role in maintaining the focus on the team’s collective success. Monitoring team progress, assessing collaboration, giving feedback, and making adjustments are important for achieving goals and maintaining norms. Closing thoughts Establishing high-performance team norms takes time, patience, and a commitment to collaboration. The advantages, like better communication, more motivation and productivity, and improved decision making, can greatly affect team performance. Strengthen your team by instilling high-performance norms and promoting seamless collaboration with Wrike’s intuitive work management software. Begin your free trial now and empower your team to achieve greater levels of success. Try Wrike for free Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

Leadership 7 min read

Improving Organizational Effectiveness: Strategies for Success

The grueling business world dictates that organizations must continually strive to improve their effectiveness to stay ahead of the competition and meet the ever-increasing demands of their customers. In this article, we’ll explore different strategies that can be employed to improve organizational effectiveness. We’ll start by defining organizational effectiveness and examining its key components, followed by the role of leadership, communication, employee engagement, and performance management in driving organizational effectiveness. Try Wrike for free Understanding Organizational Effectiveness At its core, organizational effectiveness refers to the extent to which an organization is successful in achieving its goals and objectives. It’s a multifaceted concept that encompasses various aspects of the organization's performance, including productivity, profitability, customer satisfaction, employee satisfaction, and overall competitiveness in the marketplace. Organizational effectiveness is a critical factor in the success of any organization. It’s a measure of how well an organization is able to achieve its goals and objectives while taking sustainability into account. Key Components of Organizational Effectiveness There are several components that contribute to organizational effectiveness, including leadership effectiveness, employee motivation and engagement, efficient and effective communication, effective use of technology, and employee training and development programs. Effective leadership: Leaders must be able to set clear goals and objectives, communicate effectively with employees, and provide the support and resources necessary for employees to achieve their goals. Employee motivation and engagement: In addition to meeting their goals, when employees are motivated and engaged, they're more likely to be productive. Efficient and effective communication: When communication is clear and timely, employees are better able to understand their roles and responsibilities, and they're more likely to work together effectively to achieve milestones. Effective use of technology: Technology can help organizations automate processes, improve efficiency, and enhance communication. Employee training and development programs: When employees receive the training and development they need to perform their jobs effectively, they're more likely to be productive and successful in their respective roles. Measuring Organizational Effectiveness Measuring organizational effectiveness is crucial for identifying areas for improvement, tracking progress over time, and making sound, data-driven decision to improve overall effectiveness. Leadership and Organizational Effectiveness Leadership can take many forms, from the charismatic and visionary leader to the quiet and steady hand that guides the ship. Regardless of the leadership style, effective leaders share certain qualities that set them apart from the rest. They’re able to communicate their goals clearly and inspire others to share in that vision while making tough decisions when necessary, but also listen to others’ input. They prioritize the needs of their employees and create a positive work environment that fosters collaboration, creativity, and innovation. To build trust and respect among employees, lead by example. Developing Effective Leadership Skills Creating effective leaders takes time and effort. Organizations can develop effective leadership skills through training and development programs, mentoring, and coaching. Effective leadership development programs should provide managers with the necessary knowledge and skills to motivate, inspire, and guide their teams. Furthermore, leadership development should not be a one-time event, as it’s an ongoing process integrated into the organization's culture. Fostering a Culture of Continuous Improvement Fostering a culture of continuous improvement is essential for maintaining organizational effectiveness over time. Effective leaders should encourage their employees to continuously improve their skills and performance, foster a culture of innovation and creativity, and encourage employees to take calculated risks. By creating a culture of continuous improvement, organizations can continuously learn and adapt to changing business environments and remain effective over the long term. Don’t just aim for small, incremental changes, try thinking outside of the box and pushing the boundaries of what is possible! Try Wrike for free Communication Strategies for Organizational Effectiveness Effective communication is critical for organizational effectiveness, and it requires a strategic approach that takes into account the unique needs and characteristics of the organization. The Importance of Clear and Open Communication Clear and open communication can confirm that employees understand their roles and responsibilities and are aware of organizational goals and objectives. Organizations should strive to create an environment where employees feel comfortable sharing their ideas and concerns, and where communication is considered a two-way street. The ultimate goal is to foster a sense of collaboration and teamwork in the long term. Consider establishing regular communication channels. This can include regular team meetings, where employees can discuss their progress and share their ideas and concerns. It can also involve email updates, internal newsletters, and social media. Also, make sure that all communication is tailored to the unique needs and characteristics of the organization. Take into account the organizational culture, the communication preferences of employees, and the types of information that are most important to share. Encouraging Feedback and Active Listening Encouraging employee feedback and actively listening to employee concerns will verify that organizational policies, practices, and procedures are effective and aligned with employee needs and expectations. The purpose is to have employees feel heard and valued. In conjunction with encouraging feedback, organizations should also strive to actively listen to employee concerns. Establish a system for receiving and responding to employee feedback, as well as taking the time to listen to individual concerns and ideas. By actively listening to employee concerns, organizations can ensure that they're able to respond effectively to employee needs and concerns and can help to foster a sense of trust and collaboration. Employee Engagement and Performance Management Employee engagement and performance management are vital components of organizational effectiveness. The Link Between Employee Engagement and Organizational Effectiveness Employee engagement is critical for organizational effectiveness. Engaged employees are more likely to be creative, innovative, and committed to achieving organizational goals. They're also more likely to provide excellent customer service and be more effective at delivering on the organization's mission and vision. When team members are engaged, they feel a sense of ownership and pride in their work, which leads to increased job satisfaction and, ultimately, better performance. Studies have shown that organizations with high levels of employee engagement have lower turnover rates, higher productivity, and greater profitability. Engaged employees are also more likely to be advocates for the organization, which can lead to increased brand loyalty and positive word-of-mouth advertising. Strategies for Boosting Employee Engagement Organizations can boost employee engagement by providing employees with opportunities for growth and development via training programs, mentorship opportunities, and career advancement paths. Recognizing and rewarding good performance by using bonuses, promotions, and public accolades for a job well done is a good example. Other examples include creating a supportive and inclusive work environment by promoting work-life balance, providing flexible work arrangements, and fostering a culture of respect and collaboration. Employee engagement surveys and feedback mechanisms can also help organizations to identify areas where they can improve engagement and create a more motivated and engaged workforce. Implementing Performance Management Systems By implementing effective performance management systems, organizations can ensure that their employees are aligned with the organization's goals and objectives and are contributing to the organization's overall effectiveness. When employees are held accountable for their performance and are given the support and resources they need to succeed, they're more likely to be engaged, motivated, and committed to the organization. Remember to establish clear performance expectations, provide consistent feedback and coaching, and reward good performance while addressing areas to improve upon! Conclusion Improving organizational effectiveness is necessary for organizations that want to thrive in today's competitive business environment. By focusing on leadership, communication, employee engagement, and performance management, companies can develop effective strategies for improving their effectiveness and achieving their goals. Ultimately, organizations that prioritize organizational effectiveness will be better equipped to adapt to changing business environments, outperform their competitors, and achieve long-term success. Try Wrike for free Discover seamless organizational collaboration and efficient project management with Wrike. Give it a try for free and experience the benefits for your team. Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

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A Guide to Transition Plans

Understanding the importance of a transition plan

Benefits of a well-structured project transition plan

Identifying the need for a project transition plan

Use Wrike to start a project transition plan