Personnel surveys

Discover precisely how your employees perceive their work and gather their thoughts. This insight will empower you to initiate meaningful changes with minimal resistance.

In the realm of management consulting and business transformation, we advocate for leveraging thorough and up-to-date insights into your team's present status, trends, and areas of growth.

To cultivate such insights, we administer personnel surveys utilizing various approaches:

Routine corporate surveys
Analysis of employee satisfaction
Competency-based assessments
360-degree feedback
Appreciative Inquiry

Routine corporate surveys

This approach aims to capture a snapshot of the collective perspective on specific matters, including software implementation, business process optimisation, restructuring, and more, or to gauge ongoing personnel sentiments.

The survey centres around a questionnaire comprising two primary sections:

Employee satisfaction
Opinions on designated business functions

The questions are tailored according to the objectives you define and the nature of your business.

The online survey can be completed and submitted anonymously.

The survey report is accompanied by diagrams, figures, and detailed qualitative insights.

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Analysis of employee satisfaction

We conduct an analysis of employee satisfaction, evaluating its levels before and after significant software implementations or business transformation activities, particularly those impacting corporate culture.

These surveys are primarily geared towards enhancing comprehension of optimized business processes, where applicable.

In certain instances, satisfaction analysis may be offered as a stand-alone service, often requested by HR departments within large companies seeking external support to conduct surveys as part of their self-managed transformation projects.

The data collection process comprises three stages, with the first being mandatory:

Attitude Questionnaires encompass carefully selected questions relating to workplace satisfaction, workflow experience, colleague interactions, and more.
Functional Questionnaires address specific business functions, aiming to gain a comprehensive understanding of employees' general perspectives on distinct parameters of internal communication. Topics include the speed of information transfer, quality of internal services, and issues related to quality assurance, among others.
In-depth Interviews are conducted with hand-picked team members, based on a designated questionnaire. This qualitative facet of the survey frequently provides valuable insights, leading to corrections and clarifications that refine the business transformation requirements.

The resulting report, derived from statistical analysis, contains graphical, numerical, and conceptual conclusions.

By conducting repeated surveys every quarter or year, we can track changes in employee satisfaction and sentiments. This, in turn, facilitates estimating potential shifts in business outcomes and refining transformation strategies based on previously established hypotheses.

Employee satisfaction analysis || HD Trance

Competency-Based Assessments

This approach aims to evaluate individuals' competencies across various levels of management. Typically, we conduct such assessments as integral components of talent management or human capital development system implementation projects.

The assessment revolves around a competence model wherein skills are categorized by management domains. The managers participating in the assessment are selected by the client.

The assessment culminates in a series of reports: one overarching consolidated report and several specific ones. These reports encompass evaluations for all targeted competencies and skills, alongside proposed individual development paths. The suggested paths encompass recommended task types and educational courses to facilitate growth.

The stages

The assessment process comprises three components:

Interview based on a designated questionnaire aligned with the competence model.
A test.
A business simulation game that simulates an imaginary project.

360-degree feedback

This method represents a classical form of research conducted through anonymous electronic surveys. It is typically sought as part of a business transformation project, although it can also hold intrinsic value in specific cases.

The service encompasses three key stages:

Selection of Employees for Evaluation: This stage involves analyzing both the internal collective structure and the chosen individuals from external business contexts. The aim is to ascertain each individual's relative position in relation to others.
The Survey: Each participant receives dedicated forms to evaluate those with whom they interact.
Statistical Analysis & Reporting: Comprehensive data analysis is conducted, and reports are generated.

The report includes a general overview that rates employees collectively, as well as separate reports for each individual. Access to the reports is restricted based on the client's preferences.

The insights derived from this process are instrumental in business optimization. The research often uncovers the need for staff reassignment or localized improvements in communication within specific segments of the organization.

It's important to note that we do not employ research outcomes to consult top managers on their decisions. Nevertheless, we do offer post-feedback consultations with top managers to ensure a balanced and constructive interpretation of the results. These consultations aim to address any apparent contradictions or ambiguities in the findings.

Appreciative inquiry

Appreciative Inquiry, with its tendency to unearth resources and opportunities for improvement within the current state while omitting problem analysis, exhibits an affinity with generative coaching at the corporate level. The research itself serves as a transformative endeavour, with its process holding as much importance as its outcomes. Throughout the research, individuals discover new wellsprings of motivation, solutions to long standing conflicts, and ideas for enhancing processes they engage in, often implementing these improvements even before the research concludes.

The research involves six key steps:

Topic selection, which may encompass complex conflict scenarios, business development pursuits, or overarching objectives like customer service enhancement.
A series of interviews or group sessions aimed at uncovering positive attributes related to the chosen topic.
Subsequent interviews or group sessions to delineate potential or desired states, encompassing people, skills, resources, practices, and relationships (commonly referred to as the dream stage).
Further interviews or group sessions to design the future state, including the selection of specific tools for ongoing development.
Additional interviews or group sessions to manifest participants' aspirations and motivation to attain the destination state crafted in previous stages.
Feedback and summarisation, incorporating a consultation for top management.

The research summary offers both quantitative and qualitative conclusions and can be complemented by a team coaching session for top management.

About the Turquoise hype

The fashion for turquoise organisation might seem ostentatious, but the blame for its perception falls not on Frédéric Laloux or established turquoise firms, but rather on the feverish producers of 'miracle pill' solutions.

To be considered turquoise signifies traversing the evolutionary path, primarily within, culminating in the state of a turquoise leader.

The inclination toward embracing turquoise ideals emerges even at the Green spire of Spiral Dynamics, often leading to multiple setbacks. In reality, the Green Meme's inherent bias toward segregation undermines the very essence of turquoise philosophy.

Nevertheless, certain practices characteristic of the turquoise realm can be of value even to an Orange-oriented company.