Do you feel that your organization could get far greater impact from your engagement survey data than you currently do?

In this HR Masterclass we will share our findings on how HR can help the organization and its leaders go from employee engagement data to meaningful and sustainable change.

“Data is the new oil” is the cry of the decade. At Ennova we tend to agree. However, many years in the data business has also taught us that data alone is not enough. Without ways of turning data into meaningful changes, the great possibilities and promises of this data driven era is wasted.

With “HR Masterclass: From data to meaningful changes” we wish to inspire and empower you to help your leaders act, based on the results you receive in your employee engagement survey. All to empower them to create significant improvements together with their team.

In this 45 min. masterclass we will cover:

• Why it is vital to your business that you work with the employee’s engagement
• The core principles of successful data-based change processes
• 5 ways to empower leaders to make changes bottom up
• How to establish a close and supportive relation with leaders who need your help (but do not know it yet) 

Bridge the gap between data and changes

At Ennova, we have worked hard to bridge the gap between data — employee engagement data in particular — and changes at all levels of countless organizations. We have learned that the foundation for success is to decide on processes that are clear, flexible and above all meaningful to all participants.

Furthermore, we have seen that HR, as well as leaders, are better off focusing on the process — how to involve the rest of the organization — than on deciding which specific initiatives should be put into place to change the organization.

The masterclass is hosted by Senior Leadership Consultant Thomas Lange and Acting Director Thomas Phillipsen from Ennova’s Leadership and Team Development business unit. Both have many years’ experience working with engagement data and organizational change.