From three core values to recognisable behaviour
More than 700 employees each described what a new culture means in their everyday work. The result became a culture compass.
Read the case study for GasunieApplication A fixed listening calendar
Let the organisation speak every quarter.
With a fixed dialogue calendar, leadership hears directly what is changing and which themes keep coming back.
The occasion Continuous listening
You do not want to wait for signals to escalate or for the next survey to appear.
What you achieve
- Recurring dialogues with the organisation
- Comparable reporting per round
- Regular feedback to participants
Many organisations only hear something when a survey is scheduled or when signals are already escalating.
Continuous listening turns dialogue into a fixed rhythm: short, clear rounds with comparable reporting, visible feedback and follow-up.
The approach 3 steps
From question to a next step people stand behind
We guide every step. What we mainly ask of you is substance: two meetings beforehand and a co-moderator during the session.
- Rhythm
Listening calendar
We schedule fixed moments around surveys, decision-making, change or current topics.
- Round
Live dialogue
Every round has a sharp theme and runs the same way, so you can compare rounds.
- Follow-up
Compare and feed back
Reports make visible what is changing and what calls for action.
Curious what participants see on their screen during the session?
See the participant screenWhat you receive 4 parts
A report the organisation can act on
You see the main themes during the session itself. The synthesis follows the same day.
- 01
Report per dialogue round
- 02
Recurring themes and shifts
- 03
Actions and decisions with support
- 04
Feedback format for participants
Cases In practice
How it worked out for others
Read what the dialogue delivered in each project.
Professionals and citizens, each heard separately on new policy
For the Enforcement Strategy, SZW heard enforcers and citizens on one day, each in a dialogue of their own.
Read the case study for Dutch Ministry of Social Affairs and Employment (SZW)
A strategic shift that the whole organisation helped shape
Care organisation Westerkim shifted its focus from care to residents' wellbeing. Employees, volunteers and family helped determine the direction.
Read the case study for WesterkimQuestions about continuous listening
Is your question not listed? Ask it in an introductory call.
Is this a continuous survey?
No. These are live dialogues at fixed moments, and feedback follows after each round.
How do you prevent listening fatigue?
By only asking when something will be done with the outcome, and by visibly feeding back what has been done.
The other applications
Every application works with the same live dialogue.
01 / The why behind the score
Deepen your employee survey
The survey results are in, but the why is missing. One dialogue around the key scores delivers a prioritised action list.
View: deepen your employee survey02 / Dialogue around the announcement
Change
A reorganisation, merger or measure has to land. Gauge the concerns before you break the news, and again afterwards.
View: change03 / Honesty on sensitive topics
Psychological safety
An anonymous dialogue about topics people do not discuss out loud. With reporting for the board, HR and the works council.
View: psychological safety04 / A plan that is almost final
Test a decision
There is a plan on the table. Test where the support is and which objections you need to take seriously.
View: test a decision05 / Strategy in practice
Strategy
A strategy only works when people understand it and dare to question it. Let teams and layers respond to it.
View: strategy06 / Broad and demonstrable
Consultation
Hear large groups in one hour and make visible where they differ and which direction gets support.
View: consultationAsk one question of everyone it concerns
In a demo we show you how your question works as a dialogue: what you ask, who you invite and what you'll have at the end.