Employee Engagement Case Studies

We use WeThrive to ‘take the temperature of the team’ and uncover underlying staff issues that may affect performance. This new information enables us to design appropriate interventions to get things back on track much more quickly.

WeThrive will complement and enhance the data obtained from the Best Companies survey, placing us in an even more informed position as to the way that staff are connecting with the business, and critically guide what to do to make things better.

We wanted to take a new approach to embedding happiness and a partner to help us do that in a creative yet proven way. WeThrive offered that to us with a sound platform, materials and model which will become the byword for talking about our happiness and engagement at work.

The WeThrive solution has helped us more easily check and manage employee engagement and satisfaction. We know that with only a little bit of effort we can take the temperature and derive insightful feedback from our people. This puts us in a far better position to improve engagement within a fast growing business. WeThrive has been invaluable.

Traditional engagement surveys tend to be directed by a fixed understanding of the organisation as determined by the researcher, rather than by specific organisational drivers. WeThrive has developed a dynamic approach which does not rely on a fixed view but, rather, involves respondees’ – thus making the direction of the research co-productive. This has a major benefit in that respondees become stakeholders in the process and are, therefore, more likely to be involved in change processes resulting from research outcomes. Declaring results on a progressive basis allows incremental and sustainable organisational change thus avoiding a “big bang” approach which can often prove disruptive.

We know that the satisfaction of our customers is directly influenced by how they engage with individual staff.  As a result it was important for us to find a systematic way for managers to drill down to an individual level, how engaged and happy staff are at work.  We thought there would likely be themes emerging at organisation and team level so organisationally we need a simple way of collating and analysing the feedback. Once Gareth had demonstrated the product to our Middle Management team we came to a consensus that this would help us improve our services, alongside the appraisal process.