FAQs

The Success Formula concept was developed in conjunction with MBA graduates from Stellenbosch University in South Africa. The Success Formula philosophy is that every industry and organisation is different in many ways and while they share common challenges, each needs its own unique improvement strategy designed for its specific situation providing a way to go forward.

No, it measures how well the business plan, policies and strategies are being executed. More importantly it measures the “soft stuff”, namely how engaged and committed the employees are to the organisation's vision and goals.

Engagement results show you how committed your employees are. Engagement is described as stakeholders being intellectually and emotionally committed to the goals of their organisation. Research has shown a clear link between certain behaviours and attitudes which measure "engagement" and business results such as customer satisfaction, productivity, innovation, health and safety, and retention.

Success Formula services won’t dictate what you need to do, our services mean you can measure how well and what is being done and whether it is consistent across the business and aligned to your organisation's vision.

Our Frameworks are more than a survey, the survey is just a component of what we do. Our products and services seamlessly connect all aspects of the business, from the strategic planning to everyday operations. They add long term value to an organisation's profitability and support areas such as recruiting and induction. They complement hard performance measurement, such as financial reporting. They will replace a climate survey, customer satisfaction survey, stakeholder focus groups and parts of strategic planning processes.

We have two Framework delivery options. Both Frameworks include the services and products required to measure and support continuous improvement in the workplace, namely the creation of your Formula and our “Keeping it Alive” toolbox.

Your Formula is a component of a Framework. It is the agreed best practice standards for your organisation or industry. It is created by brainstorming of the key principles that would drive and limit success. The raw brainstormed information is grouped and then voted on to find the most critical success and limiter factors. Each of the final principles is given a title, a qualifying description and a representative image. Performance is then measured against this desired standard.

The toolbox contains the supporting tools for your Formula and it is a component of both Frameworks. It is used to ensure optimal performance and engagement and includes: ongoing online scoring events, training, and team building activities.

We describe best practice as a technique or methodology that through experience and research has proven to reliably lead to a desired result. A commitment to using the best practices in any field is a commitment to using all the knowledge and technology at one's disposal to ensure success. For this reason we engage a variety of stakeholders and specialists each and every time a Best Practice Formula is created.

A scoring event is the discrete, one off event when the stakeholders go online and measure, make comments and recommendations on their organisation’s performance against their agreed standard.

Success Formula has a strict privacy policy which it adheres to. Refer to our privacy policy on the footer of this site.

An angry employee or customer is still engaged and if they are listened to and their issues addressed they will often become your best advocates.

When measuring performance it is advisable to have as many employees and stakeholders participate so that the results are not skewed. It is important when analysing your organisational performance results to do so in context with the engagement results.

 

Different complexity of reports is produced, depending on your needs.

Reports include your current scores, engagement information and qualitative comments. The reports breakdown results by categories of your choice and overtime. This means information can be viewed by comparing differences in perspectives of employees, vs management, vs clients and/or by region.

The results are given to the leader to share with the stakeholders as appropriate. All stakeholder input is kept completely anonymous.

You need a computer and access to the internet, that’s all.

The visual aspect of the two Frameworks is very important because it creates an emotional buy in by employees. It is also an efficient way of conveying large or complex information in forms that can be read, understood and retained in an individual's mind. We use our eyes as the primary sense and therefore the visual display is important for understanding the communication taking place. Visual memory is the most readily available to us and visual learners make up around 65% of the population.

Each time your employees and stakeholders measure your organisation's performance they are encouraged to make comments, recommendations and give good ideas. These are captured and included in reports which can be leveraged.

To deliver meaningful results it should be kept in place for least two years, before reviewing it. It should be reviewed if an organisation changes strategic direction or undergoes significant restructuring.

From “woe to go” the project roll out of your Framework will take about two months. The project team will have to meet a couple of times but the employees and stakeholders will be engaged using our time efficient software and so it will not take long at all.