ORGANIZATIONAL DIAGNOSTICS TOOL
Get the real picture. Discover the causes of problems.
Achieve change.
Quantifly helps management and HR professionals make confident decisions based on objective insights into organizational culture, climate and structure.
Trusted by more than 80 organizations
How can Quantifly make your life easier?
In MESI, they confirmed where they have problems and obtained management support to implement the measures.
Hard facts. Easy choices.
Based on a combination of quantitative and qualitative data:
Confirm (or disprove) hypotheses about problems and opportunities.
Plan further activities effectively.
Monitor and demonstrate the success of your actions.
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At Gamanza Services, team structure and work processes were optimized based on a deep understanding of the situation.
Enough with symptoms. Let's find the causes.
Go beyond simple satisfaction and engagement metrics with in-depth analysis to better understand:
Why do some teams underperform?
Where and why are there gaps in communication?
What motivates and frustrates employees?
At Briefd, with the help of Switch to Eleven, they raised the level of trust in their vision from 77% to 88%.
Prioritize. Plan actions. Achieve change.
With specific guidelines and access to consultants from our partner network, you will be able to:
Identify and prioritize key improvements.
Prepare detailed but pragmatic action plans.
Take effective action to make progress.
No fluff. Just the answers you need.
What is our culture and how satisfied are we with it?
Engagement and satisfaction
- What is the overall level of satisfaction?
- What is the overall level of engagement?
- What motivates employees?
- What frustrates employees?
Commitment, turnover intention and eNPS
- What is the overall level of commitment?
- How many employees intend to leave this year and why?
- Would employees recommend this organization to others?
Work overload, psychological safety and autonomy
- Are employees and teams overworked?
- Do employees feel psychologically safe?
- Do employees feel autonomous at work?
Vision and values
- Who are we as an organization?
- Do employees trust the company's management and vision?
See the case study
In Elpro Križnič, they recognized the differences in values or motivational factors, and based on this, adapted communication to the specifics of the departments.
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How do we communicate and work together?
Team structure
- What are the actual team structures?
- How do colleagues collaborate within teams and between teams?
- Which individuals and teams are less connected?
Communication flows
- What is the flow of information within and between teams?
- What are the chains of command?
- Why are some not getting key information?
- Where are the communication bottlenecks?
- Where are the communication silos?
- Where and why are there gaps in communication?
Team roles
- What roles do employees take on?
- Do team members perceive formal leaders as having a leadership role?
- Who are the informal leaders?
- Who has leadership potential?
- Who is perceived to be in negative roles?
See the case study
Due to its rapid growth, Better Meds wanted to analyse the effectiveness of its communication, identify potential gaps and take timely action.
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Who are the key employees and talents?
Key contributors
- Who are the most engaged employees?
- Who are the most influential communicators?
- Who do employees see as key contributors?
- Who is overworked?
Growth potential
- Who is ready to take on more responsibility?
- Who has leadership potential?
- Who needs extra encouragement?
- Who needs additional training?
- Who would do better in a different role or team?
Competences
- What are the strengths of the employees?
- What areas do employees still need to develop?
See the case study
After rapid growth, Deutz Engineering wanted to get a realistic picture of the situation and identify easy improvements. In doing so, they identified who the key employees were, who still needed help to integrate and who wanted more responsibility.
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How can the main challenges and opportunities be addressed?
Identification
- Which areas need urgent improvement?
- Which individuals or teams need urgent attention?
- Where will we achieve the greatest positive change with the least input?
Understanding
- Why are some individuals or teams less successful than they could be?
- Why are some teams dysfunctional?
- What are the main causes of problems?
Planning and implementing actions
- What can be done about the problems?
- How can we seize opportunities for development?
- How can we implement actions successfully?
See the case study
At Optiweb, they strive towards growing and developing all the time. As a company, they are already working a lot to constantly improve things, for which they need regular and sincere feedback from their colleagues. At the same time, they also measure satisfaction and engagement annually.
Are we going in the right direction?
Monitoring and evaluation
- Have the results improved from previous measurements?
- To what extent have our actions been successful?
- What else can we change and how?
See the case study
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Based on the Quantifly analysis, Briefd identified a deficit in the field of vision. After working with Switch to Eleven and implementing the actions, they monitored progress with pulse surveys.
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What is our culture and how satisfied are we with it?
Engagement and satisfaction
- What is the overall level of satisfaction?
- What is the overall level of engagement?
- What motivates employees?
- What frustrates employees?
Commitment, turnover intention and eNPS
- What is the overall level of commitment?
- How many employees intend to leave this year and why?
- Would employees recommend this organization to others?
Work overload, psychological safety and autonomy
- Are employees and teams overworked?
- Do employees feel psychologically safe?
- Do employees feel autonomous at work?
Vision and values
- Who are we as an organization?
- Do employees trust the company's management and vision?
See the case study
In Elpro Križnič, they recognized the differences in values or motivational factors, and based on this, adapted communication to the specifics of the departments.
How do we communicate and work together?
Team structure
- What are the actual team structures?
- How do colleagues collaborate within teams and between teams?
- Which individuals and teams are less connected?
Communication flows
- What is the flow of information within and between teams?
- What are the chains of command?
- Why are some not getting key information?
- Where are the communication bottlenecks?
- Where are the communication silos?
- Where and why are there gaps in communication?
Team roles
- What roles do employees take on?
- Do team members perceive formal leaders as having a leadership role?
- Who are the informal leaders?
- Who has leadership potential?
- Who is perceived to be in negative roles?
See the case study
Due to its rapid growth, Better Meds wanted to analyse the effectiveness of its communication, identify potential gaps and take timely action.
Who are the key employees and talents?
Key contributors
- Who are the most engaged employees?
- Who are the most influential communicators?
- Who do employees see as key contributors?
- Who is overworked?
Growth potential
- Who is ready to take on more responsibility?
- Who has leadership potential?
- Who needs extra encouragement?
- Who needs additional training?
- Who would do better in a different role or team?
Competences
- What are the strengths of the employees?
- What areas do employees still need to develop?
See the case study
After rapid growth, Deutz Engineering wanted to get a realistic picture of the situation and identify easy improvements. In doing so, they identified who the key employees were, who still needed help to integrate and who wanted more responsibility.
How can the main challenges and opportunities be addressed?
Identification
- Which areas need urgent improvement?
- Which individuals or teams need urgent attention?
- Where will we achieve the greatest positive change with the least input?
Understanding
- Why are some individuals or teams less successful than they could be?
- Why are some teams dysfunctional?
- What are the main causes of problems?
Planning and implementing actions
- What can be done about the problems?
- How can we seize opportunities for development?
- How can we implement actions successfully?
See the case study
At Optiweb, they strive towards growing and developing all the time. As a company, they are already working a lot to constantly improve things, for which they need regular and sincere feedback from their colleagues. At the same time, they also measure satisfaction and engagement annually.
Are we going in the right direction?
Monitoring and evaluation
- Have the results improved from previous measurements?
- To what extent have our actions been successful?
- What else can we change and how?
See the case study
Based on the Quantifly analysis, Briefd identified a deficit in the field of vision. After working with Switch to Eleven and implementing the actions, they monitored progress with pulse surveys.
Clear steps. Real results.
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1. Initial arrangements
In a short meeting (45 minutes) with a representative of your company, we obtain key information for successful cooperation.
The context of the current situation
By talking about your current challenges and existing strategies, projects, processes, and practices, we gain context for a more accurate interpretation of the results.
Specific expectations and preferences
We make sure we are aligned about the process and the scope of the analysis.
Project timeline
We coordinate the timing of introductory presentations for employees, the duration of data collection, and the estimated dates for the presentation of key findings.
2. Data capture
Comprehensive but user-friendly digital questionnaires quickly provide in-depth data.
Preparation for capture
Before the capture, you provide us with a list of employees who will be included in the analysis so we can generate your unique questionnaires.
Introductory presentation for employees | 20 minutes
We present the purpose and process of the analysis, address common concerns (e.g., about anonymity) and answer all questions. In larger organizations, we also conduct a separate presentation for middle management. The presentation is delivered via a group video call.
Completion of digital questionnaires | 30-60 minutes
The link to the questionnaires is provided to the participants by management. Completing the questionnaires usually takes between 30 and 60 minutes, and the questionnaires are available for 1 week (in exceptional cases, an extension is possible). At intermediate points, we inform you about the participation rate.
3. Analytics and diagnostics
Within 10 working days, we prepare a report with key findings and recommendations.
Quantitative analysis
We perform an analysis of culture and climate indicators, a sociometric analysis, and an analysis of employee competencies.
Qualitative analysis
We analyze the comments from employees about the positive and negative aspects of the situation in the organization.
Diagnostics
We identify sub-optimal areas and determine the causes of problems.
Specific recommendations
We prepare practical guidelines for pursuing key growth opportunities and tackling critical challenges.
4. Presentation of findings and preparation of an action plan
We adjust the scope and course of presentation meetings to the size of the organization, the client's expectations, and the results.
Management presentation | 2 hours
We present the key findings and our recommendations in depth. Through a discussion with management, which puts the results in an even broader context, we jointly define measures and next steps together.
Middle management presentation | 2 hours
In larger organizations, we also conduct a presentation to middle management and identify actions and next steps, if agreed.
Employee presentation | 1 hour
We present a summary of key findings and proposed actions to all participants. Through discussion, we gain a broader context and their view on the relevance of the proposed actions.
Individual meetings | 45 minutes
In the case of an analysis of individual employee competencies, the results are interpreted to the participants in individual meetings and support is given to define development goals and action plans.
5. Implementation support
We don't settle for merely analyzing and planning. We strive to achieve positive changes. That's why we can connect you with our partners for support.
Choosing a partner
Based on the findings and desired changes, we recommend a suitable expert from our network of external partners.
Getting up to speed
The partner gets access to the report. Through an agreement, they can already be present at the presentation of the findings to management.
Planning for change
Define the desired changes and plan detailed objectives, performance indicators, and action plans based on the current situation.
Achieving change
The partner implements or supports you in implementing actions (e.g., training, coaching, adapting or developing processes, changing the organizational structure, changing the culture).
Evaluation of actions
By agreement, you will use Quantifly tools to monitor the impact in the selected areas, evaluate the actions, and adjust the approach if necessary.
1. Initial arrangements
In a short meeting (45 minutes) with a representative of your company, we obtain key information for successful cooperation.
The context of the current situation
By talking about your current challenges and existing strategies, projects, processes, and practices, we gain context for a more accurate interpretation of the results.
Specific expectations and preferences
We make sure we are aligned about the process and the scope of the analysis.
Project timeline
We coordinate the timing of introductory presentations for employees, the duration of data collection, and the estimated dates for the presentation of key findings.
2. Data capture
Comprehensive but user-friendly digital questionnaires quickly provide in-depth data.
Preparation for capture
Before the capture, you provide us with a list of employees who will be included in the analysis so we can generate your unique questionnaires.
Introductory presentation for employees | 20 minutes
We present the purpose and process of the analysis, address common concerns (e.g., about anonymity) and answer all questions. In larger organizations, we also conduct a separate presentation for middle management. The presentation is delivered via a group video call.
Completion of digital questionnaires | 30-60 minutes
The link to the questionnaires is provided to the participants by management. Completing the questionnaires usually takes between 30 and 60 minutes, and the questionnaires are available for 1 week (in exceptional cases, an extension is possible). At intermediate points, we inform you about the participation rate.
3. Analytics and diagnostics
Within 10 working days, we prepare a report with key findings and recommendations.
Quantitative analysis
We perform an analysis of culture and climate indicators, a sociometric analysis, and an analysis of employee competencies.
Qualitative analysis
We analyze the comments from employees about the positive and negative aspects of the situation in the organization.
Diagnostics
We identify sub-optimal areas and determine the causes of problems.
Specific recommendations
We prepare practical guidelines for pursuing key growth opportunities and tackling critical challenges.
4. Presentation of findings and preparation of an action plan
We adjust the scope and course of presentation meetings to the size of the organization, the client's expectations, and the results.
Management presentation | 2 hours
We present the key findings and our recommendations in depth. Through a discussion with management, which puts the results in an even broader context, we jointly define measures and next steps together.
Middle management presentation | 2 hours
In larger organizations, we also conduct a presentation to middle management and identify actions and next steps, if agreed.
Employee presentation | 1 hour
We present a summary of key findings and proposed actions to all participants. Through discussion, we gain a broader context and their view on the relevance of the proposed actions.
Individual meetings | 45 minutes
In the case of an analysis of individual employee competencies, the results are interpreted to the participants in individual meetings and support is given to define development goals and action plans.
5. Implementation support
We don't settle for merely analyzing and planning. We strive to achieve positive changes. That's why we can connect you with our partners for support.
Choosing a partner
Based on the findings and desired changes, we recommend a suitable expert from our network of external partners.
Getting up to speed
The partner gets access to the report. Through an agreement, they can already be present at the presentation of the findings to management.
Planning for change
Define the desired changes and plan detailed objectives, performance indicators, and action plans based on the current situation.
Achieving change
The partner implements or supports you in implementing actions (e.g., training, coaching, adapting or developing processes, changing the organizational structure, changing the culture).
Evaluation of actions
By agreement, you will use Quantifly tools to monitor the impact in the selected areas, evaluate the actions, and adjust the approach if necessary.
Getting the basics right. Every time.
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Anonymity
We clearly explain the process of anonymizing questionnaires to employees to ensure honest answers.
Full support
We help you ensure high participation. We are always available for further clarification.
Flexibility
Together we agree on the timeline, data collection period, and other details.
FAQ
Got questions? Our clients did, too.
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How will employees receive organizational diagnostics?
What will employees think of such an analysis? Will they give honest feedback? Will they be willing to participate at all? See how we ensure participant honesty and high participation.
Why upgrade internal analysis with Quantifly?
See how our clients are using Quantifly to get deeper insights faster and easier, and how we're helping them make tangible improvements.
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Will it take time and money, but bring no value?
Why is it worth investing in organizational diagnostics now? And how can you be confident that it won't just drain your resources?
4. Predstavitev ugotovitev in priprava akcijskega načrta
Rezultate na ravni podjetja predstavimo vodstvu, posamezniki pa imajo možnost udeležbe na individualnih srečanjih.
Predstavitev za vodstvo | 1 ura
Predstavimo ključne ugotovitve ter skupaj z vami pogledamo, katere kompetence bi bilo na ravni podjetja smiselno razvijati.
Individualna srečanja | 60 minut
Zaposleni imajo možnost, da se na individualnih srečanjih seznanijo s svojimi rezultati ter z zato usposobljenim strokovnjakom opredelijo razvojne cilje in postavijo individualne akcijske načrte.
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Management uses Quantifly to make the right improvements in the right areas
Quantifly enables CEOs, HR professionals, and team leaders to identify, understand, and address the patterns that make teams work less efficiently
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