WeThrive co-exists perfectly with engagement surveys, performance management, focus groups or leadership and training programs. Here are a few examples of how customers have implemented and used WeThrive across their business.
#1 Diagnostic tool for troubled teams
Often in a business a team’s performance may suddenly dip, some of the team leave or there is a bout of sickness-related absence.
These periodic changes can be hard to rationalize. Using WeThrive enables our clients to quickly get an accurate picture of what is going on within the team. This means they can design an intervention that will quickly rectify the issues and get things back on track.
Some examples of issues WeThrive has uncovered:
- Micro management. A skilled and committed line manager in a large financial services organization was unwittingly over-managing the team. As a result they not only suffered the stress caused by lack of autonomy and control, they also gave up trying to contribute ideas that would have improved quality and productivity.
- Poor communication. Manager to team, between team members, between the company itself and the staff – the opportunities for lost connections are myriad. Our surveys have even found people in UK companies with very little idea what they are supposed to be doing at work – unknown to the management.
- Lack of support and line manager attention. Poor line manager relationships are one of the primary causes of staff leaving an organization. Yet, ironically, is one of the easiest issues to fix once the problem has been identified. The great news is the cost of remedying this is generally very low and the benefit to the business in saved recruitment fees and hassle is massive.
In these instances it is often that the line manager needs some additional skills, coaching or support to get their team back on song.
#2 Replacement or supplement to employee engagement surveys
Our positioning is quite unique in that we offer anonymous data in our Expert plan and specific personalised data with our Guru plan.
So if you want an annual employee engagement survey WeThrive Expert is perfect – with the added benefit of being able to do more than one survey each year. It is comparable in cost to other engagement surveys, and if you decide you want to look further inside the working lives of your team the data is there waiting for you if you upgrade.
For organisations that want the benefit from the next level of detail the Guru plan gives individual details and analysis. This plan starts where an ordinary engagement survey stops – giving you concrete actions that make things better.
Alternatively you can use an ordinary engagement survey and then run WeThrive tactically to get the inside story from the teams that have returned low scores.
#3 Coaching tool for managers
We sincerely hope your managers have the time and the skills to keep a clear picture of all their reports, know their practical, social and emotional needs and maintain a continuous conversation about their development path.
If time and resources don’t allow that, or if some of the managers don’t see why you would want it to happen, WeThrive is here to help. When your managers sit
down to have a conversation they will be able to get straight to the heart of the opportunities for improvement, because they’ll be working from information supplied by that team member just days before.
The end result is to make everyone involved more aware of who they are, what motivates them and what they need in order to have a satisfactory and productive working life.
#4 Staff sentiment analysis
Some organisations just want to ‘take the temperature’ of their organisation to find out if there is anything disrupting the way things are working. Sometimes this is focussed on one particular area or across the whole spectrum.
Either way WeThrive often uncovers issues that have never been tabled or discussed – even following recent performance reviews and employee engagement surveys. Our view is it is much better to have the right information to hand to ensure any issues do not fester and turn into retention or absence problems later.
For this approach most customers opt for the Expert package.
#5 Improve appraisals and 1-2-1s
Even though some big players like Deloitte have concluded they are not good value for money, the ritual of the Annual Review will survive for some years yet in many organisations.
If you have ever sat down in an annual review and wondered how you are a) going to explain why the agreed actions for last year didn’t happen, and b) going to find three things to put in as objectives for the following year (which will also be overtaken by events in all probability), you will probably have thought that there must be a way to bring clarity to the annual review and make it more purposeful.
WeThrive does just that, populating your reviews and appraisals with improvement objectives drawn directly from the problematic parts of each staff member’s working life.