Cultural assessments, employment branding and employee engagement studies are our core competencies.  Using our validated assessments, we have significant diagnostic and consulting experience along with ‘real life’ work experience.

We not only analyze data but also create meaningful action plans that can be implemented immediately.  Depending on your organizational bench strength we can leave you with the action plans or support you with the implementation phase.

We have a unique approach to support both leaders and employees in using the feedback from their surveys and turning the results into meaningful and measurable ROI.  We can customize our diagnostic tools so that they can reflect specific statements you are interested in capturing. While survey development is a science, we are able to create tools using an appreciative inquiry approach with psychometric evaluation statements very quickly.

Our Suite of Products

• Cultural Health Indicator™ (CHI): The CHI measures what matters – the health of your organization.  We measure the 7 key dimensions that impact business performance.  The CHI is is offered as an internet-based or paper and pencil assessment.  The CHI is available in: English, Spanish, French, Mandarin, Korean, Flemish, Portuguese and German.  
• The Brand Enhancer: The Brand Enhancer identifies your true employment brand so you can attract and retain the right employees and repel the ones who just won’t fit.  Based on our flagship tool, the Cultural Health Indicator, the Brand Enhancer measures your current brand identity and key cultural components. This clear cut approach can save significant hard and soft dollars for any organization.
• Sustainability Scan: We employ a three step process to cut costs, eliminate waste and assist you in gathering data for the SEC’s environmental disclosures.  Step 1: Evaluate – current practices and values congruence.  Step 2: Eliminate – deploy business process re-engineering to eliminate waste, redundancy and duplication of effort resulting in measurable cost savings.  Step 3: Illuminate – create new messaging to reflect your sustainability efforts both internally and externally.
• Brand Scan: The Brand Scan is a non-invasive diagnostic that determines your current employment brand and then provides comprehensive recommendations on how to change, better position and leverage that brand on your career site and job boards.
• Cultural Due Diligence (CDD): This is a series of process steps we use to assess and analyze two or more distinct cultures before or after a  merger or acquisition.  We follow a structured process and build a comprehensive plan for integrating the separate and distinct entities.
• Reward and Recognition Health Indicator: This internet based assessment is focused on cultural questions and targeted statements that relate to the employee’s experience and perception of the current reward and recognition programs as well as cultural indicators.  It also allows, through the qualitative section, an opportunity for the employee to express what they desire in a Rewards and Recognition program, both intrinsically and extrinsically focused.  Annual reports are provided.
• Recruitment Health Indicator: This internet based assessment is used to diagnose your recruitment and on boarding process.  This survey captures the new employee’s interactions, experience and perceptions related to the entire recruitment process.  This survey is deployed to new hires in the first 30 days of employment and again after 90 days of employment.  Quarterly recap reports are provided.
• Retention Health Indicator: This internet based assessment is used to diagnose your employees’ perceptions relating to their tenure and predictive indicator of retention.  This survey captures their experience related to their current job and perceptions of their future with the organization.  It can be deployed to employees by any years they have been employed: 1 – 3 years, 3-5 years, 5 – 8 years, etc.  Quarterly recap reports are provided.
• Exit Interview: This internet based survey collects data to analyze the exit experience of an employee.  It is deployed with in the week of departure and is comprised of statements that reveal the reasons the employee has left the organization as well as the perception of how they were treated during their resignation period.  Quarterly reports are provided.