NHS company profile

50% of HR Directors cite employee engagement and employee retention as their biggest obstacles. At Weavee employees voluntarily complete their profile for their own career development and self-empowerment in relation to their current workplace. An aggregated sample of insights and recommendations are shown below to help you understand how to intrinsically motivate your people. Using this breadth of information will help your teams reach their full engagement potential and maximize team effectiveness

Insights based on: 90 NHS participants and 10800 data-points

People analysis at NHS - Insight into employee personality

Companies with high levels of engagement see profitability increase by 21%. Using the information available you can easily understand the help people need to succeed

Transparency

are happy to admit to mistakes/errors

90% of people say that it's important to work for a company that embraces transparency

Altruism

are strongly motivated by the well-being of others

Volunteering leads to 82% of people feeling more committed to their workplace

Anxiety

tend to feel anxiety, fear, and restlessness in their daily lives

Mental health problems cost £1,300 for every employee in lost morale and performance

Culture analysis of NHS - Insight into personal values

Companies with high levels of engagement see customer retention increase by 18%, how do the people of NHS prefer to work in a team?

Productivity

Preference for delivering value and committing to goals
What this means

Employees who value productivity tend to focus on quality and completion of tasks, “going the extra mile” and needing little to no external drive to begin a project. Employees who value productivity may be more prone to over-commitment at work, which could result reduced overall performance

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For productivity management take into account
23%
of people do not have high orderliness
4%
of people do not have high dutifulness
7%
of people do not have high achievement-striving
28%
of people do not have high self-discipline

Client Focus

Preference for empathising with people and building long sustainable relationships
What this means

Employees who value focusing on the client are excellent in understanding and resolving client needs or concerns. Employees who value client focus may be more likely to focus on the micro-interactions that occur on a daily basis, ignoring the larger organizational picture

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For client focus management take into account
4%
of people do not have high self-efficacy
2%
of people do not have high extraversion
7%
of people do not have high sympathy
51%
of people do not have low self-consciousness
38%
of people do not have low vulnerability

Openness

Openly shares ideas, information, knowledge, & demonstrates a willingness to let all sides be heard
What this means

Employees who value openness facilitate communication well, they are interested in hearing opinions which oppose their own and display a curiosity towards different perspectives. Employees who value openness may overinvest resources when trying to ensure all voices are heard or information is shared, to the point where superfluous and counterproductive ideas and conversations are indulged

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For openness management take into account
2%
of people do not have high openness
20%
of people do not have high imagination
23%
of people do not have high artistic-interests
49%
of people do not have high adventurousness
26%
of people do not have high intellectual-desire
44%
of people do not have high values
28%
of people do not have high excitement-seeking
73%
of people do not have low anxiety
70%
of people do not have low anger
59%
of people do not have low depression
51%
of people do not have low self-consciousness
38%
of people do not have low vulnerability

Benefiting from Human Capital at NHS - Using the insight

In the UK, disengagement has been calculated to cost £2,048 per employee, how can you help the people of NHS be more happy and healthy in their work-lives?

Example challenges within teams which affect performance

Why are people not excited by team building exercises...?

Consider: Are they people who do not naturally like to collaborate? Maybe the team should be managed differently?

Will people respond well to senior leadership shakeups...?

Consider: What is the natural resistant to change? Would slower integration reduce the risk of culture shock?

Why does a team not directly engage with the organization...?

Consider: The team tends toward introversion. Would reducing our interaction levels with the employees lead to more sales?

How does Weavee generate the insight you need?

Big Five Methodology

Using a modern and academically approved psychometric for industry level insight

Linguistic Analysis

Evaluation of patterns and trends of skill set and personality

Machine Learning

Analysis of millions of datapoints to generate accurate advice and recommendations

Read more on the science page

How to solve your team management problems

Automate employee engagement and make people management easy

Using technology to map groups of people within a business reduces the guess work in employee management. This leads to a reduction in employee-manager related problems like absenteeism

Use data to reduce the costly mistakes of employee mismanagement

Weavee highlights the areas where high employee engagement leads to higher performance. Enabling you to identify team culture gaps in underutilized areas of the business and build the correct solution

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