We supply the operational insights and improvements. Our partners supply the instruments.
We are a consulting firm, not a software company. Where a specialist instrument does the job better, we partner rather than reinvent, and we name the partner wherever their work appears.
Advanced workforce diagnostics, and the tools to act on them
- FULL NAME
- An Even Better Place to Work
- PROVIDES
- Workforce diagnostics; improvement exercises and processes
- USED IN
-
Step one, diagnose
Step three, embed improvement - RELATIONSHIP
- Partnership
Our partnership with BP2W provides organizations with advanced workforce diagnostics that identify the underlying causes of instability before they become operational problems.
The same partnership supplies the exercises, structured conversations, team activities and improvement processes that turn what the diagnostic finds into measurable change.
Workforce diagnostics and workplace improvement processes are delivered through Manage2Retain’s partnership with BP2W (An Even Better Place to Work). BP2W is a mark of its owner and is used here with attribution.
Three steps, and whose hands are on each one
Partnership is easy to claim and hard to read. This is the actual division of labour.
- Identify the workplace conditions influencing stability
- Interpret the findings against your cost base
- Locate where the risk is concentrated
PRECURSORS
- The diagnostic itself
- Continuous measurement, not one annual survey
- Reporting on causes, not only outcomes
- Equip managers to build trust and communicate
- Recognition, wellbeing and workplace relationships
- Applied to their own team, not generic training
AND MANAGERS
Delivered by Manage2Retain and Strategic Partners (Dermot Dennehy and Nicki Straza).
- Turn findings into changes a manager can actually run
- Keep it going after the engagement ends
IMPROVEMENT
- Practical improvement exercises
- Structured one to one conversations
- Team activities
- Continuous improvement processes
An annual survey tells you what last year was like
The difference a diagnostic partner makes is not a better questionnaire. It is how often you are allowed to look.
A year is long enough for the conditions a survey measured to become absenteeism, overtime and turnover, and for that cost to be absorbed. Reading every quarter is the difference between explaining a result and preventing one. It is also worth noting that we run continual exercises and improvement activities between measurements, so the quarterly diagnostics help track progress.
Twenty important measurements, to determine where improvements are needed before it leads to turnover or other serious impacts
Turnover, absenteeism and burnout are outcomes. Everything here sits upstream of them.
We partner where a specialist does it better, we say whose work it is, and we stay accountable for the result either way.
Three ways to start
Every engagement begins at ground level, with what is actually happening there.
Executive Workforce Stability Scorecard
A complimentary executive scorecard that identifies where workforce instability risk is sitting in your organization.
Start the scorecardServices & Solutions
The full three step approach, and where partner-provided tools sit within it.
See the approachExecutive Workforce Stability Discussion
A confidential conversation about your workforce challenges and operational priorities.
Schedule a discussion