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Application 2
See who can actually step up.
The promotion usually goes to whoever is loudest or has been there longest. The data often points to someone else. Cultural Fit measures the same traits in current employees as in candidates, so development decisions stop being a gut call.
Who this is for
Does any of this sound familiar?
- The company is growing and the question of who should lead a shift, a team or a department is now open.
- A key person is leaving and no successor has been prepared.
- The training budget is spread evenly across everyone, with no measurable effect.
- Good specialists get promoted into poor managers.
- You want to keep people and you do not know exactly who you are losing.
- Someone who has quietly done their job for years may be capable of far more, and nobody has checked.
Deliverables
What you actually receive
- A profile for every employeeAcross 8 traits and 94 indicators, with strengths and areas for development.
- A map of team potentialWho has the capacity to lead people, who for independent expert work, who for projects and change.
- A proposed succession planFor key positions, based on data rather than on seniority.
- Development recommendations per personWhat is worth developing in whom, and what is not.
- A psychologist's conclusionFor the people around whom a harder decision is being made.
Process
How the process works
Defining the questions
Together we identify the key positions and the questions you need answered.
Employees complete it online
30 to 45 minutes, from any device.
Profiles and team map
You receive individual profiles and a view of potential across the team.
A joint review of the findings
We go through the results together and set development priorities.
Frequently asked questions
How do we explain to employees why they are being assessed?
The assessment is developmental, not a control mechanism, and we recommend announcing it that way. The employee gains insight into their strengths, the company gains a basis for development.
Could the result be used against someone?
The instrument measures traits relevant to work and is interpreted in a developmental context. The decision is made by the manager, together with everything else they know about the person.
We already run annual performance reviews.
Performance shows what someone has done in their current role. Cultural Fit shows what they could do in a different one.
How often does it make sense to repeat the assessment?
Traits do not change from month to month. Repeating makes sense around significant changes in the organisation or in someone's role.
Next step
We build the solution around your company
No two teams are the same. In a short call we go through who you are preparing for the next step and where you have no successor.
From that conversation we shape the scope of the assessment, the content of the reports and the way we deliver them, specifically for your situation. We also show you what a real report looks like, on an example close to your business.
Fifteen minutes, no obligation and no preparation on your side.