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Improvement of business performance

You experience deterioration in business results and a decrease in the shareholders’ value? One of the likely reasons could be the fall in your employees’ productivity.

We begin with a diagnosis of your company’s internal organisational environment, taking into consideration the external context you operate within.
By using specific organisation diagnostic tools, we then help you to assess to what extent your employees are fulfilling their potential at work, what holds them back and what helps to raise the productivity.

The diagnostic helps to uncover ways to maximize productivity, by way of, among other things, increasing your peoples’ happiness at work.

We apply advanced approaches, for example, Science of Happiness at Work (“the Science”) developed by our UK partners – iOpener Institute, Oxford, UK. The science covers all stages: from problem(s) identification by way of individual, team, organisational questionnaires (iPPQ), to solution finding (based on Happiness at Work model, facilitation of internal knowledge within your organisation) and implementation (iTools, coaching, training).
The Science is based on 5 key factors, which, as revealed by in-depth research, play a key role for a person’s happiness at work, feeling of fulfilment and hence his or her productivity.

The diagnosis and intervention can be made on any organisational level: individual, team, business unit, whole organisation.

The Science helps to uncover “strong and weak links” within the organisation and find teams, which can serve as a source of best practices for other parts of the organisation to enhance the potential and performance.

On the basis of the findings from the diagnostic stage, we help the senior/HR team to figure out what organisational development actions are needed for productivity (performance, engagement, loyalty…) improvement.

From our experience, the key focus areas for change actions typically would be:

• Quality of internal communication on strategy and high level strategic goals by senior executives;
• Motivation system with attention to both, compensation and non-monetary motivation;
• Creation or adjustment of Performance Management system
• Creation of Talent Management system, incl. defining talent pools and individual development plans;
• Employees’ engagement into strategic initiatives.

How is our and our partners approach different from the commonly used techniques, such as employees’ engagement surveys etc.?

• We take a holistic and systemic view on such issues as people motivation, productivity, performance, putting them into the context of external and internal organisational environment;
• Leaders get a powerful and scientifically proven tool for gaining better understanding of the deep motives behind their people behaviour at work, key motivators, often hidden drivers of productivity;
• The fundamental difference of our approach is that it makes each employee a “stakeholder” in the change and improvement process, people can develop individual solutions for improving the level of their fulfilment at work and can act on improving overall situation, instead of passively waiting for the company to “do the job”. This creates shared responsibility for change. Clearly, such approaches are not always welcomed by all employees, but are certainly beneficial for most and for the company. Employee also benefit from gaining better insight into their own drivers of happiness at work, motivation and behaviour.
• The employees instead of being the “receivers” of any organisational change initiatives become a pro-active party defining changes – which is a key for their support of change.

If you want to learn more about how all above can be achieved, please get in touch with us. We will be happy to give you more insight and work with you on your situation.

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