Update CircleLytics Dialogue & Collective intelligence

Life and engagement after surveys. Recognise this? Coming from your employees, managers and HR leadership?

"We're tired of surveys and want our opinions to be heard”

“Follow-up is so difficult if you haven’t asked real open questions”

“Why ask generic questions when we deal with specific situations and people?"

“Unfortunately, benchmarking is more important here than asking questions that solve matters."

“After the survey, we struggle for months with the ‘why’ and ‘how’ and all those meetings give us a headache”.

If you do recognize this, then you're ready for the Employee Dialogue by CircleLytics. This solution enables employees to respond to your deliberate, open-ended questions. Open-ended questions show trust, transparency ánd engage employees deeply in one go. Here's our white paper how to make them yourself.

Read here how companies such as Philips, Unilever, Landal Greenparks and many others deliver instant value to managers, engage employees and strengthens employees' internal networks and their learning. Did you know, the latter increases their retention? By the way, more than 30 consultancy firms apply CircleLytics Dialogue, for example for organisational design, strategy building, culture change, L&D improvements, and many other topics.

Co-creation

The drawback of generic, closed-ended questions (surveys) is the absence of engagement, hence they create fatigue, and the bias it leaves you with when making subsequent decisions. You simply can't base specific decisions, on non-specific questions and numerical outcomes. Compare these two questions for example:

A survey typically asks "How do you score our culture in the last year/quarter?". The CircleLytics Dialogue converts this questions into: "How do you appreciate our culture right now, and can you please clarify your score with your motivation?" In the 2nd round of the Dialogue, other employees review others' answers by rating between -3 and +3 and explain why they like that answer or don't. Another example of an open-ended Dialogue question could be: "What can we add or change in our culture to inspire and engage you more and why is that". Again, in the 2nd round, others may review others' answers.

Open-ended questions deliver a lot of data, that, without context, is hard to analyse. This is why CircleLytics added the unique, asynchronous 2nd round. Asynchronous, because nobody wants to give preference to anyone's 1st round's input just because it was submitted faster than others did. The 1st round has to finish first, and all input is treated equally in the 2nd round. The 2nd round enables the collective of human minds from your employees to give importance to others' answers and emerge new insights. Read here more how to choose your co-creation solution carefully.

Diversity of sectors and topics

CircleLytics Dialogue is applied in so many cases, so many sectors, so many regions. From 10 to 100,000 people. One of those sectors we value a lot is health care. Read here how one of the largest hospitals in The Netherlands engages people in dialogues for a variety of topics. People feel ánd are taken seriously, listened to, and via the 2nd round listen to and learn from each other as well. Safety, retention, illness, leadership, scheduling, learning & development: many topics were improved by the co-creation via Employee Dialogue by CircleLytics. Read here more about one of their successes.

We're happy to keep you updated about dialogue, collective intelligence and people analytics.