Our philosophy at Clarity Wave is to lead by example.

We are convinced that individuals learn most from the people who are close to them and who work with them on a daily basis.

According to us, the best way to learn is to follow the example of the ones who do their job well.

Our system is based on interactive processes that are focused on generating daily invaluable information, which help you define specific action plans to improve the company’s results. After obtaining the results of each individual, group, area, division, branch and of the company in general, it’s necessary to analyze this information and create action plans that’ll improve the areas of opportunity that have been brought to light by this program.

Our objective at Clarity Wave is to generate a transformation in our clients’ organizations through evolution, rather than revolution. This is done through small, yet powerful changes on a consistent basis, which will impact the work environment in the short-, medium- and long term. This usually leads to an increase in productivity and happiness of the staff, which in turn induces a decrease in absenteeism and staff turnover.

It’s important to understand that changes don’t happen overnight. only through commitment, discipline and consistency will you be able to create positive and successful changes that can benefit the employees and company as

IMPROVEMENT PROCESS

1 - The first thing to do is to identify the individuals who generate the greatest level of stress and conflict within the company, and who therefore have a negative impact on the work climate.

2 - Assess whether the company is really willing to invest its time and resources in these individuals, in order to have continuous improvements in the workplace. In other words, it’s worth analyzing their level of participation in the system, their level of productivity, absenteeism and additional KPI’s that help evaluate the return on investment on each individual in terms of time, money and effort given by the company.

3 - Select 3 employees from the list of people who scored lowest in the EPIC Index whom the company wishes to invest in.

4 - Select the individuals with the highest scores in the EPIC Index, who clearly have a strong performance (KPI) and commitment (engagement) within the company.

These employees should have leadership skills and the interest to participate in a team for constant improvements.

5 - Create a group with these 6 individuals (3 with the highest score and 3 with the lowest score) so that they can start working together on finding ways to improve perception, conditions at work and the overall organizational climate.

6 - The team will choose a leader who’ll be responsible for coordinating and facilitating this task for a period of 30 days. The group’s goal is to

come up with two improvement actions for each dimension in EPIC™

(10 in total), which can be executed over that 30 days period.

These actions or initiatives must be practical and easily applicable. Remember, “less is more”. So keep it simple and in such a way that with a little effort, one can bring a powerful, impactful and positive change to the work environment.

7 - The improvement proposals created by the group must be consistently reviewed and approved by the assigned people over that 30-day period prior to implementation.

8 - At the end of the month following the implementation of the improvement proposals, the system will give useful information that’ll help you measure their effectiveness. This process can be repeated month after month based on the evaluation’s results.

9 - We also suggest creating a contest to accompany this process in order to reward the teams that have come up with the best proposals meant to improve the organizational climate.

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