In the current business environment, problem-solving remains a critical and highly relevant skill for achieving customer satisfaction especially in the context of digitalization and industry 4.0 and a strong requirement from IATF 16949. In the present paper, a comprehensive analysis of existing problem-solving models is conducted, examining their strengths, limitations, and applicability in the manufacturing companies. By drawing insights from traditional methodologies, as already addressed in the scientific literature, such as Six-Step Model A3 methodology, 8 Disciplines, Six Sigma, the Cynefin Framework, Kepner-Tregoe Methodology and 5P (Principles) for Problem Solving, a new and integrative model designed to address the shortcomings identified in current approaches is created. This innovative framework, named “Synchronous Model” (Greek word for modern) synthesizes key elements from diverse models, offering a more adaptable solution to complex and modern problem-solving challenges. Emphasizing its potential for business digital transformation, we discuss how the proposed model fosters efficiency, agility, and strategic decision-making within organizational settings. This research not only contributes to the theoretical understanding of problem-solving methodologies but also provides valuable insights for practitioners seeking innovative approaches to address challenges in their respective industries, for which the current methods are either not sufficient or too complex. The integration of “Synchronous Model” is meant to elevate problem-solving practices, offering a transformative impact on business operations and strategic decision-making, all in the benefit of the customer.

More and more corporations are adopting a hybrid work style in which employees can work both at the office and at home. The popularity of the hybrid workplace is a result of the Covid-19 pandemic crisis and one of the components of the hybrid work mode is the internal organizational communication platform without which the hybrid work mode could not exist However, internal platforms for corporate online organizational communication are not tailored to the needs of employees. Thus, this study outlines the characteristics that an internal communication platform between employees of a corporation must have to meet their needs. To find out which characteristics are important for the employees of a corporation, adequate data has been collected using a Kano questionnaire distributed online and analysed with the Kano quantitative method. The main result of the research is that the characteristics of the communication platform between employees must focus on meeting their psychological needs (e.g., the need for socialization, for recognition, to be motivated, etc.). The present paper provides a new perspective on how to communicate in organizations, focusing on the psychological needs of corporate employees since in the new hybrid era, meeting these needs with the help of online organizational communication is more important than technical attributes.