Brilliant Engage

What do you like most?

Collaboration, sparring and support are what I really value in our collaboration.

What do you like least?

A lot of manual work in setting up teams in the system. And challenging for teams where there is not much feedback due to too few participants in the team.

What business-critical problems do you feel Brilliant Engage solves?

That we get a picture of how our employees see the working environment at our company.

What do you like most?

The simplicity of the indexes and how easy it is to set goals, follow up and work systematically over time - both at organisational and team/group level. It makes it easy to create a common thread in the follow-up. The tool is also user-friendly from an HR perspective as it is easy to be a superuser and to adapt arrangements to the needs of the business, including work in matrix organisations. What I appreciate most is the clear methodology for follow-up at team/group level. It gives managers concrete conditions to work on development in their teams, for example around psychological safety and cooperation, while HR can support a more long-term development of leadership and culture. The combination of data-driven insights and a structured approach supported by OBM makes it easy to translate results into actual and concrete change.

What do you like least?

For organisations that are new to the approach, time may initially be needed for training, both for HR and managers, to understand the methodology behind the measurements and how to actively follow up the results in order to translate the insights into concrete behavioural changes in everyday life. The methodology is clear, but the effect is dependent on HR and managers having the right conditions and skills to work actively with the follow-up

What business-critical problems do you feel Brilliant Engage solves?

The tool gives management and executives a clear picture of how well the organisation is aligned around its goals, direction and business plan. It makes visible whether the strategy really permeates the organisation and where there are gaps. Linking employee engagement to concrete key performance indicators creates the conditions for greater clarity, stronger self-leadership and better priorities in the organisation. It is also a good support for working actively on change and development, including of the company's culture and what happens in the 'inner life' of the organisation.

What do you like most?

Focus on what creates value in the organisation and drives development for both the business and individuals. Easy to understand and explain to both employees and the board. The trends have always been most important for me and the management to follow and the engagement index has become a natural and important part of our strategy.

What do you like least?

A minor challenge for the organisation to understand when changes occur in the platform even if it is an improvement. However, we solved it easily.

What business-critical problems do you feel Brilliant Engage solves?

Good sounding board in the analysis work that allows us to make important directional decisions for the future in the company management. Leadership and Engagement becomes measurable and we can work on important improvement activities and make strategic and other important decisions based on facts.