- Individual Diagnostics
1 to whole organization
The length of the survey is 20-25 minutes, the length of the process is 6-8 weeks, depending on the number of participants and complexity of the process
360 Degree Feedback is a comprehensive evaluation and development tool, where the evaluated colleagues receive detailed and structured feedback on their abilities from their immediate working environment. The personal report compiled from the assessment from their direct superior, subordinates, peers and other colleagues who they work with on a daily basis is a type of feedback, they might never get during their daily work.
The aim of the feedback is personal and professional development. The 360 Degree Feedback allows the evaluated colleagues to compare their self-evaluation with the observations of others, thus better understanding their strengths, areas for improvement and their potential blind spots. The results can also be compared to others on the same hierarchical level or position.
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If you aim at establishing an engaging culture and environment or improving current HR and management practices to boost retention, Employee Journey Mapping is a great tool to assess the present state, brainstorm new ideas and plan the implementation in a conscious and attractive manner.
Many leaders assume engagement is a task for top management and HR. But is engagement something that you can only influence from the top? What is the responsibility and opportunity of direct supervisors, middle management, and even employees in enhancing engagement?
Our world is undergoing rapid changes in many arenas. Our customers are getting more powerful and make demands which have not been seen before. They want to be served through various channels, they want to get things done fast, seamlessly, without efforts. Customer Experience is a key differentiator in today’s business
Adapt quickly to an ever-changing environment. Find solutions to problems you’ve never encountered before. Promote self-organizing, multifunctional teams. Foster innovaton and creativity. Keep striving for excellence”- Do these expectations seem familiar to you?
Developing our team members is not only a value in itself, it can also be an important tool for employee engagement and retention. Often, however, HR professionals have difficulties identifying the exact development needs and rely on mere assumptions, due to which the expected results are also often missed.
Do you face regular organizational changes? Would you like to know who the main opinion leaders are in your company? Do you want to identify potential talents, mentors or people with leadership potential? Or on the contrary, do you want to identify people with burnout risk that you can easily lose without intervention?
“How happy are you at work?” A simple, but powerful question, which can expressively indicate the well-being, and thus the current level of engagement of our employees. Especially if it is regularly asked and monitored over time.
The various business benefits that are brought by high employee engagement at a company has been widely discovered, therefore the topic of engagement has become one of the most significant focus areas to explore and improve. You cannot, however, improve employee engagement without knowing where your company stands.
Ever wondered why some teams perform, while others don’t? Here is a tool that was used in European Space Agency’s Mars mission to support team cohesion. The problem of flying to Mars is not technical anymore, but psychological: can the crew bear each other?