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Change Management

Successful change? This is how your organization stays agile.

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What are the costs of employee burnout for companies?

Modern office desk with scattered resignation letters, spilled coffee, calculator, and financial documents showing employee burnout costs.

Articles

KPIs and burnout prevention success

Change management

Burnout prevention KPIs: Which metrics matter during change

how to lead change

Change management

How to lead change without losing your best employees

impact of organisational change

Change management

The impact of organisational change on employees (and the cost behind it)

Ai isnt a tech problem

Change management

AI change management: why AI transformation is a people problem

Website blog visuals 4

Change management

Employer branding if your name isn’t Tony’s.

resilient teams in 2026 ezgif.com optijpeg

Change management

Team resilience in 2026: How to build strong, adaptable teams

Interviews

Maarten van Beek

Employee well-being strategy: why behaviour and leadership matter (ING)

Ingeborg van Harten

Change management

Employee-centric workplace: Lessons from 7people

Victoria Capard 1

Change management

Employee well-being strategy: Lessons from ex-ING Well-being Manager

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Well-being

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Employee engagement

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Demos are available for organisational decision makers. During a demo session we provide you with access to our environment and an explanation of our services. After the session you can try our services yourself for 14 days.

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If one of the statements does not apply 100% to your organization, please select the option that comes closest.

Does your organisation have an employee Well-being Strategy?*

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Is the employee well-being strategy aligned with the business strategy?*

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Is the impact of employee well-being a source of competitive advantage for your organisation? E.g.Your people are thriving and driving exceptional results.*

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Are your managers equipped on having effective personal and sensitive conversations?*

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Are the principles that drive well-being embedded in your values, behaviours and/or employee value proposition?*

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Do senior leaders embody values that are supportive of increased employee well-being?*

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Are enablers of growth and well-being deeply ingraned in org values, culture and HR processes? (Talent attraction, onboarding, performance, reward, promotion, succession, leadership development etc)*

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Are employees empowered and do they have autonomy, growth and flexibility in their roles?*

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Is employee well-being linked with other connected initiatives in the organisation? E.g. Engagement, Culture, Diversity & Inclusion, Learning & Development, Health & Safety, Facilities etc.*

Yes

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Has your organisation progressed from a purely physical Health & Safety focus to include mental, social and financial health?*

Yes

No

Do you have an offering in place to build resilience for all employees that they can participate in without needing approval?*

Yes

No

Has your well-being approach progressed from curative to preventative / amplification?*

Yes

No

Does your organisation measure a range of KPIs to understand employee well-being? E.g. Engagement, absence, unplanned attrition etc*

Yes

No

Do you have a well-being offering / provider that gives you measurable results, proven positive impact?*

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No

Do you know in which departments people struggle and what is the nature of these issues? E.g. high workload, perfectionism etc.*

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