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Question
The 1 Question Test
Our unique methodology is based
on conducting a One Question Test
in the organisation using a dedicated
web-based application. This provides
knowledge about the quality of cooperation
within and between teams and gives tips
on how to improve processes and standards
By determining the level of communication between employees and departments in the Company we are able to:
Improve Communication
IQ determines the overall level of communication in the Company and therefore the efficiency of the entire organisation
Correct errors
IQ allocates inflammatory factors, so called "bottlenecks" and finds directions for repair as well as improving the accessibility to areas that inhibit the Company's development.
Staff development
IQ identifies the Best People in the organisation with whom further development is a profitable investment
Improvement
IQ identifies under-performing staff with the view to train improvement in human resources using more advanced communication methods
The methodology of the 1 Question Test
At the same time, if there are problems within the above-mentioned processes, then communication is also disturbed. We can conclude that Communication and related processes are strongly connected. If one does not work, then the other will struggle as well.
More information
Data analysis
... but the collected data usually does not directly indicate what the problem is, where, who or which department generates problems (risks)...
HR departments
Usually, HR departments have many extensive tests that examine communication processes that collect a huge amount and variety of data...
Conclusions
... There are a lot of meetings and debates and often there is no corrective action for many months.
Where did the idea for 1 Question Test come from?
Under the leadership of PhD Dariusz Tarczyński from the Institute of Non-Invasive Personality Analysis, we have developed a program in which, with a single question/answer setup, we obtain complete information about any disruptions in communication among groups of people, departments and employees. At the same time, we’re able to capture information about the quality and efficiency of organizational processes in the company.
Experience will show how difficult it is for HR departments to gain an understanding of the tensions between employees or even departments and to home-in to the area that generates organizational problems within the company. Especially if the company has 200+ employees.
What should you pay attention to?
- Have figures on the number of employees who took part in the survey
- Analysis of the number of questionnaires conducted
- List employees who have been indicated as not cooperating with other people, although it is clear from the organizational structure that they should cooperate with each other
- Generate an assessment of the average level of communication within the company as a whole
- Information on communication ‘bottlenecks’
- Data on positive interactions between departments and individual employees
- Data on individual tensions between employees
- Strong identification of ‘natural’ and ‘informal’ leaders
- Indications of the employees who may generate communicational problems
- Identification of non-assertive workers
- General information on the assessment of individual departments
Many years of business talks conducted
delivering workshops and training, all of which have provided plenty of opportunities to monitor processes used within business organisations and commercial companies at various management levels. We have observed and concluded that in every organisation or company, regardless of its size, industry or management specifics, the key element that correlates with the efficiency of all processes taking place, is communication. This means that when problems appear in a company or it does not achieve the expected results, the first-stop should be the analysis of communication processes - from individual communication between employees, to communication within teams, between departments, all the way to the communication of the company’s management.
The spectrum of knowledge that we gain in this way goes far beyond the area of ordinary, everyday communication. It is the starting point for selecting and applying corrective actions.
The One-Question Test provided surprisingly accurate information about the team and the role of its members and, read along with descriptions of individual items in the report, gave the Board answers to many questions about relationships within the team. One question, dozens of answers.
Renata Bem
Member of the Board , Deputy Director General of UNICEFIn case of interest in working with us, please contact us via the registration form
or at the phone number
+44 7878027920