Wellbeing at Work Organizational Well-being Feeling good at work satisfaction

The People Intelligence Platform - Next Generation of Insight

For far too long, the wellbeing @ work concept has been underrated.  Not only does it make employees feel happier and more motivated in their roles, but it also allows them to reach higher levels of performance. Simply put, a happy person is more likely to get creative and fully engaged on the job. Increasing wellbeing is mostly a matter of matching people’s skill sets and personality adequately with the tasks they perform on a daily basis. The GR8 Standard Solution for Wellbeing at work covers 4 areas:

1.) Wellbeing
2.) Interests
3.) Engagement 
4.) Values

Increase Wellbeing !

Get in touch for a free demonstration and be surprised 
of all the possibilities !

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Wellbeing @ Work

WE DON’T BELIEVE IN CLIENTS ADAPTING TO SYSTEMS,
BUT IN SYSTEMS ADAPTING TO CLIENTS 

We have an impressive assessment library with hundreds of dimensions that can be leveraged in creating a custom skills-based assessment that supports your organization´s specific competencies and unique vision. 

The Key to Unlock Potential, Drive Performance & Increase Productivity. 

Employee Development Software; Customisable; Scalable; Easy to Use; European Data Security
Leadership; Reasoning; Openness; Creativity; Engagement; Teamwork; Drive; Sociability; Values; Wellbeing
Success Drivers; Measure and Assess; Leadership Development

1. Wellbeing - For engagement, organizational health & retention

The idea that people should enjoy a healthy work-life balance isn’t new, but noted psychologists such as Martin Seligman, Paul Zack and John Medina have shown that people’s wellbeing is also instrumental in predicting their performance at work. Based on the newest theories in the field of industrial and organizational psychology this assessment can be used to identify employees’ overall wellbeing, thereby increasing job satisfaction levels and keeping workplace depression at bay. 

Recommended for:

  • Generating job satisfaction
  • Improving motivation and engagement
  • Organizational health and happiness
  • Boosting employee retention
  • Creating and promoting a powerful employer brand
  • Driving high-performance


Psychological Dimensions:

Behaviors:

Positive Thinking | Stress and Resilience | Energy and Vitality | Curiosity and Self-awareness | Connection to Others

Background:

Available Languages: 

Please contact us for more information about the language availability.

Time to complete: 15 Minutes


Work motivation and engagement organizational health and happiness driving high performance

1. Interests - For selection, development & retention

As a result of 60 years of research and meta-analyses, a high correlation has been identified between professional interest and performance in the workplace. Which is why we’ve developed a set of high-validity statements that can gauge a candidate’s interest in 6 main dimensions. These will help identify the level and combination of performance predicting interests for each job. 

Recommended for:

  • Identifying the performance potential
  • Identifying work interests
  • Selection and Job Match
  • Retention and engagement
  • Identifying development and coaching needs
  • Driving performance
  • Increasing Well-being at Work
  • Organizational Health 


Psychological Dimensions:

Interests:

Enterprising | Investigative | Artistic | Social | Realistic | Conventional

Background:

Available Languages: 

Danish, English (UK, USA, Canada), French (France), Hungarian, Romanian, Spanish (Spain), Vietnamese

Time to complete: 15 Minutes


Performance potential coaching

3. Engagement - For development, talent management, retention, high performance and engagement

The relationship between engagement and professional performance has been explored at length by well-known experts such as Wilmar Schaufeli and Dale Carnegie. Their research clearly shows that the more people care about what they’re doing, the better they will perform at their respective jobs. With GR8 Engagement you can identify and measure specific values such as emotional attachment, enthusiasm and dedication, all of which factor in a person’s level of involvement at work.


Recommended for:

  • Employee retention
  • Development of management competencies, skills and behaviors
  • Strategic Workforce planning
  • Induction and Succession planning
  • Coaching and personal development
  • Talent Management programs


Psychological Dimensions:

Behaviors:

Conscientiousness | Connection to Others | Engagement | Cooperation | Respect | Responsibility | Sincerity | Excellence |


Background:

Available Languages:
Please contact us for more information about the language availability.

Time to complete: 15 Minutes

Conscientiousness Connection to Others Engagement Cooperation Respect Responsibility  Sincerity Excellence

4.Values - For the recruitment & talent selection process 

An underrated aspect of matching candidates with potential jobs lies in identifying the ones that share the same principles as your organization. The assessment contains dimensions such as sincerity, patience and responsibility, which can be customized to match your company’s own system of values. You can also use these attributes to find and select the candidates who best match your core values.


Recommended for:

  • Identifying the performance potential
  • Recruitment, selection and Job Match
  • Engagement and retention
  • Induction and Onboarding
  • Performance prediction
  • Assessing cultural fit
  • Improving team dynamics
  • Creating and maintaining a healthy work-life balance strategy for employees 


Psychological Dimensions:

Behaviors:

Cooperation | Courage | Tolerance | Generosity | Humble character | Fairness |
Flexibility | Ambition | Discipline | Caution | Patience | Respect | Sincerity | Responsibility | Friendliness

Background:

Available Languages:
Please contact us for more information about the language availability.

Time to complete: 15 Minutes


Extraversion Big 5 Conscientiousness Openess to Experience Agreeableness Neuroticism

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Project Engage - GR8 Leadership