The Process
The process we will undergo together will include:
Stage One
Diagnosis of the current situation – the first stage of the process involves data compilation, during which individual questionnaires will be distributed to all company employees and officials that address several parameters that we want to examine prior to intervention. Simultaneous to the distribution of the individual questionnaires, we will request a sample of personal interviews among employees. The purpose is to interview employees from different company departments in order to gain a complete perspective about events taking place in the company.
Stage Two
Analysis of the Research Tools – once the questionnaires have been collected and returned to us, and once the individual interviews have been concluded, the data will undergo a complete analysis. At this stage, we expect to obtain findings that will enable us to understand the two different fronts: the first, through personal and anonymous questionnaires, we can examine the declarative level of company employees, i.e. how company employees perceive themselves in relation to the rest of the world on issues on which they were questioned. The second front, the analysis of the interviews we conducted will provide us with an idea about the emotional parameter, how are employees feeling? What is the meaning of this feeling? More importantly, why do they feel this way?
Stage Three
Presentation of the Findings – this stage of the process involves a meeting with company management or officials. During this meeting, we will review the various findings obtained in the field. In order for us to begin with the feeling of being able to achieve the goal, we must understand our starting point. This stage will provide us with information about the status of issues in the company as of the time the data was compiled.
Stage Four
Assimilation of the changes – in this stage, we will use the intervention tools that were developed and that are based on long-term research. The action will be focused on three different parameters:
Innovation – establishment of an organizational innovation forum that will assemble employees from different company departments. The forum will facilitate long-term discussions on operating procedures, bottleneck or any other characteristic that should be improved in order to streamline company operations. In addition, the forum will discuss the development of new ways designed to improve the company's ability to cope with the business environment in both the short- and long-term.
Trust – in this parameter, we will primarily focus development of organizational tools designed to improve the way internal organizational information is shared as well as in the development or improvement of a performance-based employee evaluation mechanism.
Spirituality in the workplace – focus will primarily be on the connection between employees and their colleagues in the workplace on the one hand, and employee connection to the workplace on the other.
The intervention tool will include several workshops that will be carried out in conjunction with company employees that will incorporate explanations of the core values of Wellness-Kickoff as well as various company games in which employees will gain experience that will help them tangibly understand the model's values. In order to convene the workshops, we will require an auditorium or closed room.
Stage Five
Close Monitoring – throughout the process, that is expected to continue several months, we will personally accompany you and help you cope with any question or problem that arises in the field. As part of the supervision, we will convene work meetings every several weeks as well as maintain continuous contact via email.
Stage Six
Diagnosis of the current situation – at the end of the allotted time to assimilate the model in the company, we will repeat stage one of the process, distribute questionnaires to all company employees and officials as well as conduct a sample of individual interviews. The goal now is to determine whether any change has occurred in employee positions towards their workplace, the degree of organizational happiness in general, and employee involvement in the workplace.
The major advantage of the methodology (the system) – significant reduction in external intervention time in comparison with other systems.
