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Method   Organization

12 dos and don'ts: How to know what employees actually talk about

Knowing what employees actually talk about sounds like a simple task. It is not. When managers and consultants show up, the conversation changes.

But there are some simple dos and don'ts to remember when you want to know what's on peoples' minds at work. And once you know what gets talked about and how it is discussed, you have a much better chance at being an effective change leader.

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Why a quest is the right metaphor for change

When talking about change at work, we often speak about the journey - getting from A to B. It makes the concept appear as a linear process with only the end destination in mind.

In reality, implementing change in organizations is not a cookie-cutter linear process. Therefore, it is more helpful to think of the change process as a quest.

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A tool that strengthens teams

The Qvest tool is built to serve the participants. To qvest with others is a valuable and fun experience that strengthens teams.

The connection and commitment that is created in a Qvest comes from the exchange of questions and answers one-to-one.

Here's how one participant experienced being part of a Qvest:

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Cases

Qvest Case: Improving Employee Loyalty

"By using Qvest, we achieved two main things. one, we got really surprising information about what was on people's minds. Secondly, that knowledge was created and accumulated in the organization, so people worked with it" - Qvest user

An organization was surprised when they ran their quarterly employee engagement survey in 2018 and discovered that their employees were not as loyal to the company as they had thought. 

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Cases

Qvest Case: Building Trust

"There are two interesting aspects about Qvest. One is that you get insight into what's going on in your organization. The other, is that through the mapping of who talks to who, you get to know something about the organization that you would not otherwise know" - Qvest User

A public sector organization was hoping to help their organization move forward after making changes to the organizational and leadership structure. Using Qvest allowed this organization to map the workplace culture and increased trust between management and employees. 

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Organization

3 ways to leverage employee experience

The past 15 years, I have had the great pleasure of talking to a lot of people about employee engagement, cross-functional change, organizational development, strategy implementation and company culture.

I have talked to people from all kinds of organizations, and with researchers from all kinds of scientific disciplines.

And now — thanks to the reactions I get when I tell people about Qvest — I have finally realized what the problem is with the way things are done in the majority of companies across the world.

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Cross-functional change

The curiosity cat is alive and well, and he’s here to drive change

Curiosity is simple.

It is a strong desire to know or learn something. When thinking about curiosity, most people are reminded of children. They are playful, explorative, creative - and constantly questioning the world around them.

When things are new or beyond their understanding, children ask away. Why is it that curiosity fades as we grow older? Perhaps because as we advance in age, education and in our careers, we are expected to be experts, filled to the brim with answers rather than questions.

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Want real change?

Qvest is made for corporate rebels, who are willing to try new things to reach new goals.

Request a demo today to talk to one of our experts about how you can empower your organization.

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