Look inside, see what’s next
ENGAGEMENT
Feedback platform and expert advice to listen and act during difficult times
Analyse engagement in real-time,
boost employee morale,
equip your managers with data that will make a difference,
make the right decisions
A platform with a soul
Alchemy between platform and expert counsel. From now on, your numbers will be meaningful.
Your management tool
Everything is possible (format, periodicity, subject...). You turn feedback into a management tool.
Tailor-made support
Anticipation of your needs and knowledge of your issues. You can focus on the essentials.
We build a relationship of trust with our clients:
Feedback Intelligence
High-performance data analysis technologies combined with the expertise of our consultants.
Your managers get a synthetic vision of the engagement of their teams. You deploy results and action plans in record time.
Your managers get a synthetic vision of the engagement of their teams. You deploy results and action plans in record time.
Consulting
You benefit from our expertise in measuring engagement.
With our support, quickly identify the key drivers.
General Management acknowledges the benevolence and relevance of our analyses.
General Management acknowledges the benevolence and relevance of our analyses.
Results…
You do not have to be an expert to understand what your employees are telling you.
…Down to the team
Each manager benefits from recommendations to develop his/her employees’ engagement.
11 ready-to-use modules to anticipate critical situations
Key populations
Transformations
Agility
What engages your leaders?
Influence, network, compensation, trajectory, recognition, shareholder confidence, resilience, sense of purpose
1.
“I have influence on the success of the company”
How to energize your middle managers?
Simplification of the organization, recognition, work-life balance, autonomy, resilience, sense of purpose
2.
“I have the necessary autonomy to make decisions quickly”
How to maintain the engagement of experts?
Recognition, development of expertise, belonging to a community, long-term perspectives, resources, innovation
3.
“The resources at my disposal allow me to do quality work”
How do you retain your high potentials and develop their contribution?
Career opportunities, missions and challenges, caring and demanding management, diversity of experiences, autonomy, sense of purpose
4.
“The company allows me to move faster and further”
5.
Digital natives, generations Y and Z: how to prepare the next generation?
Flexibility, digitalisation, autonomy, recognition, quick career paths, cooperation
“The company’s mission contributes to my feeling of accomplishment”
Covid 19: how to engage without visibility and make sure you are doing the best for your teams?
Confidence, sense of purpose, resilience, safety at work, flexibility of working methods, recognition, listening and caring management, inspiring leaders
1.
“My company cares about my health and wellbeing”
How to succeed in your digital transformation?
Buy-in, effectiveness of cross-functional projects, communication, involvement of top management, feedback, organisational agility
2.
“Our digital transformation projects are managed efficiently”
How to make your employees actors of the transformations?
Information, understanding, adhesion, action
3.
“The current transformation project motivates me”
How to succeed in your integration / LBO without losing the best people?
Transparency, communication, team involvement, clarity of objectives and organization, project buy in, empathy of top management
1.
“I understand what my place will be in the new organisation”
How to avoid disconnection between headquarters and the field?
Inclusive management, clarity of roles and responsibilities, reality of internal mobility, cooperation and effectiveness of cross-functional projects, managers’ ability to understand diversity
2.
“The teams at headquarters and in the field work efficiently”
How to become an agile and innovative company?
Speed of decision making, initiative, questioning the status quo (processes and ways of doing things), managerial courage, feedback culture, curiosity
3.
“I am encouraged to propose innovative solutions”
How do you break silos?
Managerial courage, sharing of objectives, clarity of roles and responsibilities, performance management, recognition of transversal contributions, reality of mobility, “one company” culture
4.
“My performance is evaluated on the achievement of objectives common to other departments”
Turn feedback into a management tool
Everything can be measured
We adapt our surveys to your objectives.
You create your questionnaire with us.
Quality of
Life at Work
Engagement
Employer
brand
Integration
M&A
Transformation
Employee
experience
Business
Excellence
01
Robust methodology
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02
Experiences
03
Engagement
« I'm motivated to go beyond what is required of me? »
Transformation
« I want to participate in the actions of the transformation plan? »
Quality of Life at Work
« I have the flexibility to change my work planning to suit my personal constraints? »
Employer Brand
« My company keeps the promises it made to its employees? »
Integration / M&A
« Do I have a clear idea of my role in the integration process? »
Business Excellence
« I'm satisfied with the services my HR partner is providing me? »
Employee Experience
« In this company, I feel considered »
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At your own pace
In a constantly accelerating world, measurement methods must be adapted to your context and the population concerned.
Global Survey
Make a complete diagnosis (40-80 questions) and benefit from a global vision at a given moment t.
Pulse
Give your teams the resources to steer the transformations through regular feedback (15-25 questions). The pulse survey can be focused on specific topics or a target population.
04
Ongoing Feedback
Accelerate your pulse surveys with more frequent and simplified feedback.
Augmented Intelligence
05
Every year, 20% of our turnover is allocated to innovation.
Our engagement models and our analyses are based on our experience, as well as on advanced analysis methodologies (deep learning, clustering, linkage analysis…).
Which engagement driver for which impact?
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We support you from A to Z
Swiss quality at each
step of the project
Action plans
co-designed with
General Management
In-depth analyses with complete freedom
Your managers,
as actors of engagement
Relevant
recommendations
A benevolent
approach
What I appreciate when working with Qualintra is their double added value: at the level of the employee experience, they greatly facilitate the administration of engagement surveys, at the strategic level, their analyzes and recommendations enable to unveil with clarity the key challenges of human capital.
Stéphane BlanchierDirecteur des Ressources Humaines 
We have been working with Qualintra since 2010 to carry out our engagement surveys within Genève Aéroport. We appreciate their experience and professionalism both in the preparation and deployment phases and in the presentation of the results.
Jessica Silberman DunantDirectrice des Ressources Humaines 
The Qualintra team, based on a qualified and validated process, offers a flexible approach and readily adapts to the specific needs of our business. The "power" of the tool is undeniable. Furthermore, what makes the difference and the added value, is their interpretation of the results. Critical and relevant findings often generate new perspectives for reflection and subsequently the implementation of concrete measures.
Martial Pidoux Direction Ressources Humaines et Culturel 
We have been working with Qualintra for many years developing engagement surveys that are deployed across our organization globally. I particularly appreciate the dedicated attention the Qualintra team gives to the culture of their clients as well as their will to truly understand different drivers of performance in an organization; which helps to build action plans that are pertinent and impactful.
Mieke Van de CapelleChief HR Officer 
Qualintra's great quality is to be able to address employee engagement and business excellence at the strategic, operational and service offering levels. Their expertise, their advice and their sense of challenge bring a strong added value to the company's teams.
In addition, Qualintra easily adapts to agile modes and the digitalization of projects.
Valérie Le GarsDirector of Human Resources 
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