Workforce Intelligence Accelerator

A 6-week path to actionable people and culture insights

Most organisations collect employee feedback through conversations, surveys and performance reviews. Yet turning those signals into meaningful insights is often difficult.

The Workforce Intelligence Accelerator helps you create a clear baseline of your workforce and organisational culture in just six weeks. Through two myCareerCompanion modules, Compass and Culture Scan, up to 100 employees receive personal career insights, while HR and leadership receive an anonymised group report with practical recommendations.

The result is a clear starting point for better people decisions, stronger career development and a healthier organisational culture.

INVESTMENT: € 12.000Book a demo or chat here

The challenge

HR and leadership teams are expected to strengthen engagement, develop talent and build a strong culture. Yet many decisions are still based on fragmented information rather than reliable insights.

Questions such as these often remain unanswered:

What are our employees’ strengths and career drivers?
Which roles and work environments suit them best?
How do they experience our culture?
Where should we focus our people and culture initiatives?

Without a clear baseline, meaningful action becomes difficult.

Who it is for

The Workforce Intelligence Accelerator is ideal for organisations that want a structured understanding of their people before launching or refining HR, talent or culture initiatives.

It is particularly valuable for organisations looking to:

understand a specific employee group;
improve career development or culture;
strengthen career conversations;
create a reliable baseline for future decisions.

What's included?

Compass

Talents & competences

Career drivers

Interests & job fit

Culture Scan

Current culture

Desired culture

Organisational alignment

For HR & Leadership

Aggregated insights

Practical recommendations

Management presentation

The 6-week journey

Week 1

Scope, objectives and practical setup.

We align on the target group, timing, communication and practical setup.

Together, we define the key questions the organisation wants to explore through the trajectory.

The scope is intentionally focused: up to 100 employees, two modules and one aggregated group-level report.

Weeks2 & 3

Employee input

Employees receive access to Compass and Culture Scan.

They complete the modules and receive personal reflection based on their own input.

All organisational reporting is anonymised and aggregated at group level.

Week 4

Analysis & report preparation

myCareerCompanion analyzes the aggregated data for the participating group.

The report can include insights into:

generic competences;
job-specific competences;
vocational interests;
job profiles;
job category alignment;
career drivers;
boundary conditions;
current culture perception;
desired culture direction;
key people and culture patterns.

Week 5

Management report & action plan

We prepare a management report with the most relevant insights for HR and leadership.

The goal is not only to show data, but to translate the results into meaningful observations, risks, opportunities and recommended actions.

Week 6

Management read-out

We close with one read-out session or workshop with HR and/or leadership.

Together, we discuss:

the most important insights;
what the results mean for the organisation;
which strengths can be built on;
which gaps or risks deserve attention;
which actions HR and leadership could prioritise;
how the organisation could continue building on the baseline.

The Workforce Intelligence Accelerator is a focused starting point. Organisations that want to continue can expand with additional myCareerCompanion solutions, including recurring measurements, broader roll-outs, internal mobility, career conversations, personal development planning and deeper organisational reporting.

Typical questions the Workforce Intelligence Accelerator answers

Which strengths are most visible across our workforce?
What motivates our employees?
Which career profiles are represented?
How do employees experience our culture?
Where do they believe change is needed?
Which people priorities should HR focus on first?

INVESTMENT