MAKE PEOPLE STAY
Learn about the general satisfaction of your employees. Satisfied employees share the things they appreciate at work, and dissatisfied employees share the causes of their frustration. Arnold helps them navigate towards resolving their issues.
Learn how probable it is that your employees will be working in your organization in one year's time. In this topic, Arnold discusses general motivation and hypothetical reasons to quit with loyal employees. With the people who do not consider staying in the organization likely, Arnold finds out whether they are willing to discuss their situation with anybody (and who) and asks them what needs to happen to make them stay.
Learn whether your employees consider their workload sustainable in the long term. You will learn about the people who feel like they do not keep up with their current work pace. You will find out what is overloading their capacity and what would help improve their situation before their frustration peaks or before they burn out.
This topic is designed to find out whether your employees manage to keep a healthy work-life balance. Arnolds explores the needs of people and their approach, and tracks how they are doing in the area. It also explores the ways the organization is currently helping the employees in this regard, and finds out what else the organization can do to help.
LET PEOPLE DO THEIR JOB
Learn what type of working environment enhances employee productivity and what you can do to improve your organization's working environment.
This topic will help you understand your team dynamics better. You will learn about the things that work and the things that negatively impact your cooperation. Arnold will tell you whether you are able to manage conflicts well and whether team responsibilities are divided well.
Learn whether procrastination is an issue in your organization. Find out what causes procrastination and learn how you can help your procrastinators deal with the problem.
Bad work assignment can have an enormous effect on our motivation and productivity. This topic will help you determine whether your employees are happy with the way work is assigned in the organization and whether their tasks correspond with their job description and strengths. It will also reveal whether there is anything you can improve in the area.
Staying Focused at Work
The ability to focus is an essential component of our efficiency and satisfaction at work. Learn whether your employees are able to focus at work, whether there are any barriers that prevent them from staying focused and efficient, and whether they have enough time and space for "deep work".
HELP THE ORGANIZATION SUCCEED
Learn whether your employees consider their remuneration fair and motivational and whether they understand your remuneration system.
Goals and Priorities
Bad goal setting can lead to demotivation or unintended results. This topic will help you understand whether your goals fuel employee motivation and improve work quality and whether your employees find them attainable and understandable.
Vision and Strategy
Some groups of employees can benefit from knowing your organization's long-term plans and future vision. This topic helps your team leaders and top management learn whether people are well-informed about long-term organizational objectives. The conversation also finds out whether they believe these objectives can help the organization thrive in the future.
Find out whether your employees' day-to-day tasks correspond with your organization's strategic direction and long-term vision. Your team leaders will learn whether their employees have enough space to work on tasks that contribute to your long-term organizational objectives and whether there is any conflict of interest with other colleagues in or outside their teams.
HIRE THE RIGHT PEOPLE
The HR department and managers will gain insight into the elements that attracted your employees into your organization. They will learn whether your organization delivered on the promises made at the job interviews and how proud people are of working for your organization. The outcomes of this topic will help build your employer brand and make your hiring process more effective.
BUILD A GREAT CULTURE
Relationships at Work
A sense of solidarity, friendship, and team spirit directly influences our satisfaction and retention. This topic will provide insight into relationships among teams and reveal any barriers to relationship building. You will also learn if your employees want to get together more often and how they prefer to do so.
The concept of psychological safety (the ability to voice your opinion without fear, a worry-free environment to make mistakes, space for constructive criticism, etc.) is one of the essential principles of the learning organization and innovation culture. You will gain insight into the levels of psychological safety across individual teams and organization-wide.
Trust in Managers
Learn what people understand under the term "trust in managers" and how they would evaluate their supervisor. What are the things s/he does well, and where do they see room for improvement? This topic will give you insight into the levels of trust in your managers organization-wide.
MAKE PEOPLE LOVE THEIR JOB
Empowerment and Autonomy
Research shows that autonomy at work is an essential aspect of internal motivation and satisfaction at work. Arnold will help you find out whether you are combining delegation of responsibilities and employee autonomy well.
It has become evident that a strong organizational mission and purpose have a positive influence on employee internal motivation and employer branding. Arnold helps your managers find out whether your employees consider your organizational mission important, whether they know it well and whether they think the organization sticks to it or not.
Motivation and Energy
The purpose of this topic is to help your managers gain insight into how your employees get into the "flow" state, i.e., the ideal mental state for high performance and satisfaction. Arnold helps you identify what energizes your employees and what drains them, and determine how often they get into the flow state at work.
Happiness at Work
It seems that rather by external factors, happiness at work is created by our ability to cultivate it internally. Arnold will help you understand whether your people are content at work and provide insight into the drivers and barriers of happiness.
This topic was designed to help you understand team engagement. Arnold will discover whether your employees are willing to go the extra mile for your organization. Learn about your employees' motivation and engagement, how it has changed in the last 2 or 3 years, and why.
HELP PEOPLE LEARN
This topic will help you determine whether people feel like they are learning new things and what development tools they consider most effective. Arnold will also find out what your employees would like to learn in the nearest future and how your organization or team leaders can help them with the process. The outcomes of this conversation will help your managers and the L&D department understand developmental needs individually, team and organization-wide.
Feedback is a crucial tool for managing people and performance. It is also a critical input into employee development. This topic will help your managers determine the constructiveness and usefulness of their feedback.
This topic will help you identify your team leaders' needs in terms of leadership skills. Arnold asks your employees to list the qualities and behaviors of good leaders and compare them with that of their supervisors, identifying their strengths and areas to improve. Arnold also asks about good leaders within the organization.
SUPPORT AND MANAGE CHANGE
Readiness for Change
This topic helps your team leaders and top management gain insight into your employees' attitude towards future changes. Arnold will find out about the changes your employees consider beneficial for the future of the organization, things that should remain unchanged, as well as ways to make potential changes better perceived and accepted among the employees.
FIGHTING THE PANDEMIC AND EFFICIENT REMOTE WORK
Returning to the Office
After longer periods of remote work, organizations are asking people to come back to the office. However, not all employees are comfortable to return. This topic helps you understand how people feel about returning to the office and finds out whether there is anything you can do to help them feel safer at work.
Turbulent times bring massive changes and enormous pressure on companies to make quick decisions and implement changes fast. This topic helps you understand how people perceive and understand these changes. You will also learn what you can do to have these changes accepted better by your employees.
Managing Priorities and Distributing Work
In times of rapid changes and more frequent remote work, individual employees or even entire teams may lose track of their work priorities. This topic helps you find out whether all of your employees know what they are supposed to work on, whether there are any barriers preventing them from working on assigned tasks and whether they know about your current organizational priorities.
Psychological Well-being and Personal Situation
Unprecedented measures and restrictions, more frequent work from home and many other work-related changes may be an unexpected burden on the employees. This conversation is designed to find out how the employees are doing and if/how the organization can help them in their life situation.
Efficient Internal Communication
When companies quickly implement changes, the need for information grows. Providing the right information fast to your employees can be a critical driver of success. This conversation helps you understand how well your organization is communicating with your employees.
Efficient Remote Work
When countries went into lockdowns, most people started working from home. This topic evaluates whether your remote work model was successfully implemented, how efficient it is, and how collaboration works within each team.