We help companies and businesses save significant amounts of money by finding ways to retain quality employees. In particular, we focus on the employee experience (EX) and purposefully improve it. Perhaps everyone is now aware of the importance of employee experience, and companies are trying to improve it independently. What makes us different? Our research approach, our knowledge of human psychology, and personal experience. We analyze the situation in detail, assess employee interactions with the company in several separate areas, and pinpoint what to focus on and what to change to have the desired impact on specific employees and their experiences and behaviors.
We offer two options for cooperation. The first is to evaluate the employee experience: We analyze all available information, conduct in-depth interviews with your employees, administer psychometric methods, and use user research techniques to assess the current state of the employee experience at your company. The result is a detailed employee experience map that shows you at a glance what's not working and what steps you need to undertake to achieve measurable improvement for a specific group of employees.
Some customers are interested in long-term collaboration: For them, we are currently designing a cloud-based application, EXgauge, in which we continuously monitor and improve the state of employee experience in companies and businesses. We will be happy to create a tailor-made offer for your company if you are interested.
We use several methods and their combinations to assess employee experience. We've already mentioned the employee experience map, which provides an initial insight. For a deeper understanding, we draw so-called personas, images of typical employee representatives who work at your company. Personas allow you to better target interventions to improve the employee experience of your employees. Sometimes it is helpful to create an employee journey map. A journey map reveals weak points in the employee experience from a longitudinal perspective. It can help you understand why, for example, employees are more likely to leave the company at a particular stage of their employment. And beyond that, we can also identify influencers, the opinion leaders who influence a larger group of employees.
The company founded two psychologists, David and Monika. We both studied psychology, but we gradually plunged into other professional fields. David started working in software applications' research, development, and design, while Monika made her way in human resources, training, and coaching. After some time, we realized that we both shared the same experience, although from different perspectives. In the IT domain, David had met a lot of talented colleagues who often quit their jobs because of easily solvable problems.
On the other hand, Monika had the experience of how difficult it is to replace and train such a professional. We both perceived that subtle systemic changes in company settings could turn the situation around. The initial surveys only confirmed this assumption. Since then, we have constantly been improving our approach and trying to prevent unnecessary staff turnover.
FROM OUR BLOG
FROM OUR BLOG