The power of involving people with each other and in your organization’s challenges is needed everywhere. Issues concerning absenteeism, projects that are struggling, changes with the customer, your supply chain, achieving objectives, etc: you want to know quickly and thoroughly what is going on, how to solve it, and how to prevent it from happening again.
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Having been through one or more dialogues yourself, you know:
- That you have to start with the end in sight,
- How to move from themes to questions,
- How to draft good questions and which principles are important,
- How to keep response rates high,
- You come to action through and after your dialogue
- How to harness the diversity of everyone’s thinking.
Now is the time to share your experiences with others. Why? For some obvious reasons.
Reasons to further expand the use of dialogue
Firstly, problems that are not on your plate, but on the organization’s plate, are solved faster and better using CircleLytics Dialogue. Not only are you helping others; you are helping your organization.
Secondly, more employees are involved more often, in more relevant challenges and more issues. This is great, because it directly contributes to more commitment and more trust, in each other and in the organization. You bear the burden of issues together more easily and are you will be smarter and more creative together.
Thirdly, the organization’s agility increases because people are more aware, quicker and more willing to change and adapt. Employees are more forthcoming and see more (together). Using the multi-step dialogue approach, they understand each other’s different opinions and solutions and become more flexible in their thinking and the way they respond.
Fourthly, you realize a culture of dialogue, of learning and encourage connection between people and between people and the organization. This increasingly pushes the regular meeting or regular survey into the background (no more survey fatigue!). You save time and cost, and gain intelligence and engagement.
Fifthly, you get more meaning and value from the collaboration between your organization and CircleLytics. You usually already save costs with the initial dialogue (that’s our bet) but the value you get from better decision-making, faster and more sustainable change and more employee commitment is worth many times over. Sharing access to this platform and dialogues with your colleagues simply delivers more.
Finally, it prevents knowledge and skills to deploy dialogues, co-creation and collective intelligence from being lost the moment you leave the organization or change positions. Don’t underestimate what you bring about by reaching out to 100s or even 10,000s of employees, prompting them, engaging them, touching them and driving them to change. This, we believe, is at the heart of Future of Work and employee engagement; deploying technology, the power of people combined with the power of AI, or (re)engaging people, solving problems and creating value. Spread the possibilities of dialogue, co-creation and collective learning, your inspiration and experience will help others. How do you ensure continued onboarding?
Employees are ready. Your leadership too?
Onboarding new users within your organization goes a lot easier if the organization’s leadership is ready for it. After all, it requires quite a step in terms of leadership. Usually, leadership is used to:
- taking the decisions and set the direction themselves; as far as we are concerned, this does not change and co-creation and dialogue does not mean giving up this role, it just means being able to execute in a better substantiated way, realizing changes with higher speed and greater chance of success
- discussing and weighing options in small teams; however, that small team does not know what the larger team (the whole organization) knows, learns, sees and can solve; so in this case leadership makes a big step by inviting the entire organization ‘virtually’ instead of a small team
- hiring a few external consultants and not 1,000s of internal ‘consultants’; usually, those external consultants go through interviews and an ‘old-fashioned’ survey to gather insights and data. This can now change; for complex, important challenges, you actually ‘turn on’ the collective of employees, gaining their commitment, and your external consultant can just get to work with CircleLytics Dialogue, of course.
If the leadership sees ‘collective intelligence and collective learning’, things will be a lot easier, but even without that, you can inspire others and make them co-users.
What is needed to get other colleagues to work with CircleLytics Dialogue?
The easiest thing to do is to contact us. We can let you know immediately whether your contract has agreed that other users can be allowed. CircleLytics usually allows an unlimited number of users in its contracts and would like to let your organization ‘use the dialogue widely’, although the contract regularly contains a limited number of dialogues versus group size. We can let you know if you have an unlimited contract, also in terms of the number of dialogues, and if the contract allows you to target external or only internal audiences, has a restriction as to the countries in which it can be used, or perhaps can only be used with a certain (legal) entity or component within your organization.
The Processor Agreement may need to be expanded (due to the GDPR and privacy/security requirements of your organization and ours) to include type of target group (e.g. for external, if it is now only for internal use), or the type of personal information processed in dialogues by other colleagues. Personal information concerns characteristics such as age category, department, function, etc. This often goes smoothly and your privacy/security officer can amend the annex to the Processor Agreement.
Data of participants such as their contributions are processed automatically, unless agreed otherwise in your contract and something can be traced back to a participant. We can ‘customize’ this technically, so that it legally matches the needs of the organisation and the privacy/security requirements of your privacy officer/organization. We can also turn that on/off for a specific user.
You can also very easily check the administrator of your account’s contract and options for you as a new user or for your colleague if you are already a user. You can find this user manager via the drop-down menu in your Dashboard button at the top right after you are logged in. In your Profile, you can see the user administrator for your account and their e-mail address. You can let your colleagues know or inform that person yourself and provide names of colleagues who also want to use CircleLytics. This administrator knows, as we do, whether the contract is flexible for additional dialogs and users. If necessary, an additional quote can be requested and sent, usually within 24 hours, for additional costs. We charge only once for fixed costs for a certain duration and organisation size.
For example, suppose your organization consists of 10,000 employees, but your current contract covers only one section, consisting of 2,500 employees, and the term is 6 months. If more users are desired, who want to use CircleLytics throughout the year with other or more than these 2,500 employees, we can extend the contract for the ‘excess’ of 12 minus 6 = 6 months and 10,000 minus 2,500 employees = 7,500 employees. This means that the fixed costs already paid are not charged again. We often renew the contract, and credit the remaining part of the already running contract.
The user administrator can now create new users and assign rights and you can get to work right away. If you are the user administrator, you can add a personal message to the automatically sent login details. This way, the new user can get started right away and knows that they can come to you for questions.
Dialogs can be branded with a house style each. This means that within one account of your organization, you can apply a logo because of an event, project or otherwise. We see this for example in organizations where HR, the Works Council as well as project teams use CircleLytics. They sometimes want their own look and feel.
A new user immediately receives initial instructions and guidance in their e-mail with the login credentials to quickly (self) start the first dialogue. After logging in, various tips and instructions are displayed in the dashboard, access to topics with ready-made sample questions, a white paper with principles to design questions and tutorial videos. In addition, contact details are offered to schedule an appointment for training, guidance on designing your dialogue or otherwise.
Finally, we recommend that organizations inform the internal communications department, colleagues from HR, works council, commerce and other key managers. Especially your communication colleagues can show through videos, case descriptions, infographics and in other ways that this organization connects its people, and brings about a culture of ‘learning, solving and doing together’.
Onboarding, in our view, is all about:
- Leadership
- Applications, cases and communicating the impact
- Practical instructions and training for use.
With this blog for onboarding new users, we aim to ensure that the power of people combined with technology, is unlocked across your organization.
Contact us with your questions, a demo, training, introduction or just because you are curious!
