The HR professionals at JTI Hungary turned to CX-Ray’s and Valoro’s experts to develop their workplace, which had been going through serious changes. What did their insights look like? What steps were taken after the survey? All is revealed in our article. The task The ten-year-old JTI Hungary Ltd. is a member of the Japan […]
A Hungarian communication and advertising agency recently faced a major organizational development challenge, and solved it with the help of CX-Ray’s network analysis tool. The challenge The essence of the well-known advertising agency’s philosophy is that it should play a significant role in the lives of both its clients and its employees. It has followed […]
Engaged employees demonstrate responsibility. They are the most important assets of high performing teams and companies. Their attitude affects others, spreading their mentality everywhere in the company. Many psychological researches demonstrated the bias upon how we evaluate our own performance and attitude at work. You should consider this bias when you measure engagement in your […]
We are pleased to announce that CX-Ray has also been selected to be among the few IT companies from Hungary that can participate at CeBIT 2017 in Hannover. CX-Ray as an employee survey platform will demonstrate how to innovate HR processes and make your teamwork more efficient. Appointment: 21 March, 2017 | 15:30 – 16:00 Location: Halle 5 D62 (Hungarian Pavilion), CeBIT, Hannover CX-Ray will […]
ABOUT THE EVENT 12 December, 2016 | 14:00 – 17:00 100 video interviews for 1 job within 1 single day? Assessment Centers that can really show the work behavior of the candidates? 5 minute in-depth surveys to analyze your team to make better decisions? Get to know 3 smart tools to bring the most out of […]
13 December, 2016 | 10:00 – 13:00 100 video interviews for 1 job within 1 single day? Assessment Centers that can really show the work behavior of the candidates? 5 minute in-depth surveys to analyze your team to make better decisions? Get to know 3 smart tools to bring the most out of your HR activities! Use […]
It might come as a cliché, but to survive, a company must change constantly. The economy presses organizations to evolve, as hard as nature pressures animals. New rivals arrive to the market, consumers emerge and vanish, new product demands claim attention, jams and conflicts need solutions, processes are to be optimized and recessions to react […]
Proven managers can be promoted. They sometimes change companies. Seniors retire; new teams and divisions open. Catastrophes, constant growth, and even normal work can open new managerial positions that must be filled as soon as possible. Finding a mid-level manager is one of the most expensive recruitment projects. A candidate with business experience, people skills, […]
We all know that social network analysis is the systematic research of connections, which is based on early works of sociology, modern graph theory, and social psychology. But honestly how was today’s Social Network Analysis (SNA) born ? Some of the late 19th centuries thinkers, like Émile Durkheim, started wondering about the nature of societies. […]
One of the most frequently asked questions relates to the number of questions we ask. Client: ‘Is it possible to provide such lengthy and detailed feedback based on so few items?’ Some clients are impressed, some react skeptically, and others are even anxious about the topic. Client again: ‘So, is it possible to give back […]
The shocking fact about change management initiatives is that 70% of them fail. Furthermore, 60% of these projects do not fully meet their objectives. Be it installing new technology, downsizing, restructuring the organization, or trying to shape the organizational culture, the statistics are the same. IBM has surveyed 1,400 individuals who were responsible for designing, […]
Improving performance and continuous growth are among the main goals of every team and company. Dozens of theories and tools claim to help you achieving them in some ways. While searching for the best person/job fit and competency measurements, however, HR and management often forgets one of the most important keys to performance: motivation. The […]
Larger teams tend to fall into different subgroups, that are barely organized to work together, so constantly falling out of synch. Sales guys sometimes miss changes in priority, products and opportunities or back-end development works on a new feature that has not been even scheduled for the front-end group yet. Companies are usually visualized by […]
Is the information flow killing the cooperation among your team members? Here’s the highest time to realize the importance of most often overlooked communication. Symptoms of insufficient and missing team communication can be easily mistaken as personal faults. Even if the team member leaves the company, similar problems would reappear demoralizing the team further on. […]
Joe is the right hand of his team leader. He is what you might call a coder ninja. He has a decade and a half of experience behind his back in several programming languages. He sees through whole processes with ease, overcomes hard parts before breakfast, and singlehandedly defeats an army of bugs. One day Joe decides to leave the company. The day after he left, things start to fall apart.
Group dynamics in a work organisation is a complex phenomenon driven by formal and informal processes. While managers have a certain amount of influence on the former processes the latter ones often go completely unseen, and still, have a crucial effect on the performance outcomes of the. In this article we explain the importance of understanding group dynamics and present solutions that, among many other things, enables you to explore the collaboration, communication culture and engagement within your team.
Joanne has a team of 12 employees reporting to her; she hired most of them in the last six months. One day, she realizes that recruiting and training them wasn’t enough. The team operates far too slowly and lacks any sense of flexibility—they don’t have any fun, she thinks. And then it dawns on her: There’s very little conversation or camaraderie; everyone is immersed in his or her own world, rather than engaging with each other. The team’s not in sync.
The demand for workforce metrics is increasing today. Now more than ever, global organizations are seeking insights that can help them predict and prepare for upcoming challenges. In today’s world finding and keeping talents is a key topic for the HR and management as well. However, it is impossible without knowing what’s going on within the work groups. On the other hand, not so many organizations find themselves efficient when it comes to workforce analytics.
Nowadays, it’s natural for organizations to work in teams. It’s a proven approach to get people together with different background working in a joint venture. Colleagues have different point of views and under pressure these differences can easily escalate to conflicts. That is to say workplace conflicts are inevitable. However, conflict may be beneficial if they are treated well. Healthy and constructive ones are key components of high-performing teams. Conflicts arise from individual differences which are truly valuable and make diverse teams more effective. Complex projects are usually addressed by cross-functional teams with differing opinion, skill sets, and varying viewpoints. So it is essential to welcome differences rather than eradicate them.
When creating or developing an existing team, no one really expects one employee to solve everything. Challenges worth overcoming are complex, practical, and more often than not, interdisciplinary in nature. Distributing tasks among diversely skilled members is usually the way to go.
Creating a team that is meant to be collaborative is however everything but a trivial task. Cooperation in teams may fail for several reasons. One of those is the lack of a clear definition. So in this article we are going to discuss how and why you should define your own collaborative culture.