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:
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:
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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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:
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.
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 assessment process comprises three components:
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:
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, 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:
The research summary offers both quantitative and qualitative conclusions and can be complemented by a team coaching session for top management.
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.
Given the often-sensitive nature of these projects, which may involve proprietary business ideas, we routinely sign NDAs (Non-Disclosure Agreements) with our clients.
Our past collaborations include NTS Retail (AT), RIWAL construction technology (NL), Aurora Airlines (US), Nordea Bank (FI), Hiab (SE)...
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