opinime

Focus on the goal,
engage on the goal

Need some help?

Make your objectives crystal clear

Opinime gives you a handy and simple tool to easily track the progress of hard-to-measure goals. However, the condition is that your goals are clear. If that is not yet the case, we are happy to guide you to achieve crystal-clear objectives. Not just objectives, but clear objectives that focus on the result to be achieved, not on how to get there. We will help you and your team to define them sharply once the objective has been successfully achieved.

Have a successful dialogue

Opinime shows you when you need to have a dialogue with your team to see how you can get back on track to achieve the objective and to take appropriate remedial initiatives together.

We are happy to help you with the process guidance needed for this and teach you and your team a number of useful tips and tricks.

Discover opinime

Pricing

flowbuilder

Enjoy the power of
business roles reengineering.

Unsatisfactory results, low engagement, dissatisfaction, high absenteeism, staff turnover... Employees who are not in flow have an impact on the organization. Therefore, remove design flaws or mismatches from your team as soon as possible to increase flow and ownership among your employees.

Flowbuilder is technology supported consulting that gives you insight in dynamics that cause flow to be lost in the team and tackles them.

For today's leaders.

Today's leaders face many new challenges. The world is more diverse and complex than ever, and employees are taking control of their careers. They want meaningful work and no longer want to be told what to do. Our technology supported guidance helps you to achieve better results and to reduce employee turnover:

Avoid micromanagement or unclear guidance
Eliminate designflaws

Make the work meaningful again
Get expectations right

Right person in the right place
Enable employees to grow

How it works.

We estimate the scope of the challenge during the intake interview.

We describe the roles in a workshop or with interviews using a tool.
The business processes are the basis for the role description.
The role description varies with the complexity in which the role must be filled. A role description of someone who does executive work is more concrete than a role description of someone who optimizes value chains.
The roles are described in a narrative that is easy to understand, meaningful, and easy to communicate.
On average, there are about 5 roles per team.

The tool shows if there are any woeful errors in the roles.
If the complexity of all roles is similar, then compression dynamics arise in the team that cause the work not to get done or there is a real risk of micromanagement. This leads to low engagement.
If there are roles with very executive tasks and roles at a very high level with no intermediate roles, then gap dynamics arise where the direction is not adequate to get the work done.
We look in group or through interviews to see if roles are missing or need to be put at a different level of complexity.

We test to what extent employees experience stress in performing their roles.
Employees who perform a role that is too complex for them experience stress. If the role is too little complex, they experience boredom.
Employees who experience tension between their values and the perceived company values also feel uncomfortable.

In group, we will consider how to achieve a better balance by shifting job responsibilities, making roles more or less complex,...
We give advice for next steps.

Product presentation

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