CASE STUDY
Ennova turned static SharePoint processes into daily practice — 50% employee process adoption with Gluu
Ennova had been ISO-certified since 2008. Their processes were documented, structured, and technically accessible to all 120 employees across Denmark, Norway, and Sweden. The problem: nobody was reading them. Processes lived in a static SharePoint system — visible on paper, absent from daily work.
In 2015, Ennova’s Managing Director Claus Schmidt-Laugesen set out to close that gap. The goal was not to rewrite the processes — it was to make them matter. To build a genuine dialogue between the people who define how Ennova works and the people who do the work every day.
They chose Gluu. One manager was given clear ownership of process work, responsible for setting a common standard and keeping process owners active. Active top management support was deliberate, not incidental. Within a few years, 50% of Ennova’s employees were using Gluu to engage with processes at least ten times a quarter.
Today, process owners push updates to all affected employees automatically. Questions and comments go back through the platform in real time. What was once described as a “paper tiger” now functions as a living dialogue between the people who write Ennova’s processes and the people who follow them.
“We’ve got a more vibrant system, that users have increasingly embraced. It has gone from being a paper tiger into something more alive.”
Claus Schmidt-Laugesen
Managing Director, Ennova
Adoption
50
%
of employees use Gluu at least 10 times per quarter
A measure of genuine recurring engagement, not one-off access
Power users
100
+
times per quarter active process owners use Gluu to manage working methods
Countries
4
Nordic countries where process updates reach all affected employees automatically
From static documentation to a living system
Ennova’s process work began well before they chose Gluu. The company earned ISO 9001 certification back in 2008, and their process documentation was structured and complete. The trouble was structural: everything lived in SharePoint. Processes were technically accessible, but the system was closed off — it didn’t pull employees in, and employees didn’t go looking.
Claus Schmidt-Laugesen, Ennova’s Managing Director, saw the gap clearly. “We looked for a way to turn our business processes into practice, and to give all our employees the opportunity to go in and work with them,” he explains. “Everyone must have an opinion about them. That was what we were looking for.”
The core problem was the distance between two groups: the people professionally responsible for how Ennova works, and the people actually doing the work. A static document system couldn’t bridge that gap. It could only widen it.
Why Ennova chose Gluu
The selection came down to one criterion: dialogue. Ennova needed a system that didn’t just store processes — one that connected the people writing them to the people following them.
Gluu supports a dialogue between users and those who have written the processes.
Claus Schmidt-Laugesen
After the decision was made, the implementation moved fast. Claus set the direction and assigned one manager with full ownership of the process work — responsible for creating a common standard and keeping process owners accountable. According to Claus, both the clear leadership mandate and the hands-on management involvement were key factors behind Ennova’s success with processes.
How Ennova uses Gluu
Ennova uses Gluu to manage the full cycle of process management: documenting, maintaining, and communicating processes across four Nordic countries. Process owners update processes and work instructions continuously. When a process changes, every employee with an affected role receives automatic notification — no reliance on email chains or manual communication.
The same platform closes the feedback loop. Employees ask questions and leave comments directly in Gluu, so process owners can see in real time where instructions are unclear or where working practice has diverged from what was written.
For the management team, this means process improvement is no longer a one-direction broadcast. It’s a conversation.
Having a platform that connects process writers directly to the people following those processes is what makes the difference between documentation that sits on a server and processes that actually guide how work gets done. If that gap sounds familiar, Gluu’s free trial is a practical place to start.
Gluu free 30-day trial. No credit card required. Start from €24 / year.
Results: a process system that employees actually use
The shift from SharePoint to Gluu produced measurable results. About 50% of Ennova’s employees now use the platform at least ten times per quarter — a benchmark of genuine, recurring engagement rather than one-off access. Key employees who actively manage working methods use it more than 100 times per quarter to adjust processes and instructions.
Communicating changes across four countries also became significantly faster and more reliable. “We have found a better way to announce new procedures and changes than we had before,” says Claus. Improvements are made faster, and employees receive automatic notification as soon as a process that affects their role is updated.
Claus identifies three things Ennova now has that it didn’t before: a far better understanding of how the business works across all teams, genuine transparency around processes, and a tighter connection between process owners and the employees they serve.
Ennova is now expanding its use of Gluu into visual work instructions. As Claus explains: “I believe that these days most people do not, to the same extent as previously, read the procedures, but would rather have it visually or on video.” That shift is already underway.
In brief
Ennova’s process documentation was stored in a static SharePoint system that employees rarely accessed. Processes were technically available but absent from daily work — there was no connection between the people responsible for defining how Ennova works and the employees following those processes. The management system was visible on paper but closed off in practice.
Ennova needed a platform that enabled genuine dialogue between process writers and process users. Gluu was chosen specifically because it supports that two-way connection — not just storing procedures, but creating a feedback loop between the people who write processes and the people who follow them. That was the deciding factor.
Process owners use Gluu to document and continuously update processes and work instructions across four Nordic countries. When a process changes, all employees with an affected role receive automatic notification. Employees can ask questions and leave comments directly in the platform, giving process owners real-time feedback on where instructions need adjustment.
About 50% of Ennova employees use Gluu at least ten times per quarter —a benchmark of genuine recurring engagement, not one-off access. Key employees managing process improvements use it more than 100 times per quarter. Communicating process changes across four Nordic countries is now significantly faster and more reliable than before.
Ennova’s experience suggests that process management software is particularly valuable for service-based organisations where consistency depends on documented, actively maintained processes. Ennova holds both ISO 9001 and ISO 27001 certifications —Gluu supports the ongoing process work that keeps those certifications meaningful and the processes connected to daily work.