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Rebekah Tapping
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Jane Austin“Having undertaken a company-wide WeThrive survey, we were able to identify common themes for improvement across our firm. Our HR Managers discussed the survey results with each cost-centre head and helped them develop actions specific to their team. Having greater clarity on the factors affecting the overall wellbeing and performance of our people has enabled us to roll out a comprehensive engagement plan that we can continue to grow in the years to come.”
Natassa Hemmings, HR Manager, Hoare Lea“Using a non-anonymous survey was revelatory. Anonymity results in a blended mish-mash of data and can only take you so far with understanding how people really feel. With individual insights you get absolute clarity about what is really happening and can pinpoint individual needs. This means the line manager can take ownership and really address each individuals requirements.”
David Blackburn, Chief People Officer, Financial Services Compensation Scheme“WeThrive has helped us to take the temperature of our teams engagement regularly and gives us clear, concise actions allowing us to implement and communicate the follow up. Our team like the consistency and opportunity to feedback to the business. As a construction company we operate 14 remote offices so WeThrive is a great tool to keep a feedback loop open, and to help our managers ensure the teams keep the bigger picture in mind.”
William Barrett, Managing Director, Francis Construction
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Pip Murr
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Paul ConsWeThrive gives us clarity of focus on the areas we need to get better at and ultimately supports our overall performance. Given it is so easy to use and the reports are superfast and specifically detailed it’s a dream system!
Ailsa SuttieIt was a bit like ‘them and us’ before we had We Thrive, and now it’s ‘us’. It’s not about management and sales team or on all sales, it’s all about ‘us’ as a whole
Verley NorthOur Executive Committee responded really positively to the feedback. They bought into WeThrive immediately and are committed to and excited about working further with the team and individual reports.
Monique VoslooWe selected WeThrive because they offered us a refreshing new approach to the traditional employee survey…a way of taking the temperature of our employees in a creative and informed way. The data the survey provides us with will only strengthen how we can enhance our employees engagement further. It feels like we’ve found a great partner to work with!
Archie HarwoodThis is HR gold! WeThrive has given me a fantastic insight into my teams with really clear and easy to follow stats and graphics. It has made performance reviews so much more targeted. Highly recommended!
Barney DinesWe 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.
Janine OsmondWeThrive 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.
Gareth WayWe 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.
Bill O’ShaughnessyThe 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.
Pat McDonaghTraditional 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.
Yvonne Murray FCIPDWe 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.
Vince Furey
