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 The why behind the score
An action list that employees have weighed themselves.
The employee or satisfaction survey gave you a score. Synthetron runs live dialogues around the key scores. Employees explain where a score comes from and vote on what should be done about it.
The occasion Deepen your employee survey
The employee or satisfaction survey is in, but the why is missing.
What you achieve
- Interpretation of scores and underlying causes
- Actions ranked by support
- Report for HR, management and the works council
The survey is in, the figures have been presented, and then it stalls. The scores show where it chafes, but say little about the cause. Working groups often deliver the opinion of a small group, and next year you measure the same score again.
Making sense of it need not take weeks. Your people often know exactly why the score is what it is; you just have to ask in a way that gets them to say it.
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.
- Step 1
Question design
We translate the key scores into a dialogue script in the language of your organisation.
- Step 2
Live dialogue
Employees respond to each other anonymously, add to each other's points and vote on the causes that are mentioned.
- Step 3
Weighing actions
Employees vote on possible solutions. For each proposal you see what percentage agrees.
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
Interpretation per theme with anonymous quotes
- 02
Causes and tensions behind the scores
- 03
Actions ranked by support
- 04
Participant version for feedback
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 deepen your employee survey
Is your question not listed? Ask it in an introductory call.
Does this replace our existing survey?
No. The dialogue deepens the survey you already have: the score comes from the questionnaire, the why and the next step come from the conversation.
Will people still take part after a survey?
Yes. The dialogue shows that something is done with their earlier answers and that these lead to follow-up.
The other applications
Every application works with the same live dialogue.
02 / 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: consultation07 / A fixed listening calendar
Continuous listening
Do not wait for signals to escalate. A fixed dialogue calendar lets leadership hear periodically what is changing.
View: continuous listeningAsk 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.