Organizational Research

At ACT Research we provide cutting-edge insights into organizational dynamics, enabling businesses to thrive in today’s fast-evolving environment. Our expertise in organizational research focuses on understanding and enhancing the key components of organizational culture, employee experience, well-being,  employer branding and digital transformation. Leveraging robust methodologies and data-driven approaches, we empower organizations to unlock their full potential.

Employer branding research enables organizations to pinpoint and reinforce the distinctive values that attract and retain top-tier talent. Utilizing the findings, we develop strategies aimed at enhancing the appeal of the work environment, promoting employee loyalty, and solidifying the brand’s uniqueness.

Research Model: Our research model is founded on the internationally recognized concept of brand equity (Keller’s Brand Equity Model), which the ACT team has refined through years of research experience. The model encompasses the following steps: 1. Brand awareness and visibility; 2. Image; 3. Brand positioning in alignment with the key components of Employee Value Proposition (EVP); 4. Advocacy.

Key outcomes include:

  • Insights into the alignment between employee perception and corporate values.
  • Recommendations to refine recruitment strategies and foster a sense of belonging.
  • Actionable steps to enhance workplace culture and attract top-tier talent.

By focusing on employer branding, businesses build a compelling narrative that resonates with both current and potential employees, strengthening their market position and organizational identity.

Employee satisfaction is one of the most critical factors in organizational success, while negative employee experiences can significantly harm both daily operations and long-term goals. Employee turnover, lack of innovation, and damage to brand image are just a few of the issues caused by negative experiences.

ACT Research’s EX Diagnostics aims to identify the employee experience and the factors affecting it. Based on the insights obtained, we create tailored recommendations for each stage that help organizations improve employee experience and foster a sustainable culture.

Our model analyzes the employee life cycle and its key touchpoints across six essential stages:

  • Selection
  • Adaptation
  • Engagement
  • Development
  • Incentive Systems
  • Farewell

Methodology and Process:

The study examines existing EX systems and practices within the organization. The methodology includes:

  • Quantitative research, providing a thorough analysis of the employee experience.
  • In-depth interviews, allowing us to gather qualitative insights from employees.

Key Results:

  • A comprehensive employee life cycle effectiveness index, enabling the organization to evaluate and improve processes.
  • Detailed identification of positive and negative factors affecting employee satisfaction.
  • Data-driven recommendations that assist organizations in transforming employees into brand ambassadors.

Based on the results obtained, organizations can optimize each stage of the employee experience, enhance engagement, and achieve long-term success.

ACT research experience and international studies show that neglecting employee well-being is often the root cause of organizational problems. Emotional burnout and a lack of positive capital disrupt harmony between teams and lead to a decrease in engagement and motivation. As a result, professional effectiveness declines, and emotional imbalance further exacerbates the environment within the organization.

We believe that organizational success begins with a strong and motivated workforce. The ACT Research Well-being Matrix is a holistic tool that assesses employee well-being and includes five main dimensions:

  • Emotional Well-being
  • Professional Well-being
  • Social Well-being
  • Physical Well-being
  • Financial Well-being

In response to these challenges, proactive and development-oriented organizations focus on creating a positive environment for employees. Systematic assessment of organizational well-being is a key component in achieving this goal.

The study is based on the PERMA model of positive psychology, which integrates multiple dimensions of individual well-being. Additionally, we incorporate other critical indicators into the matrix, giving the study a holistic and comprehensive perspective.

Research process:

  • Quantitative research is conducted using self-administered electronic questionnaires, ensuring data accuracy and allowing for in-depth analysis.
  • Based on the organization’s needs, plans for improving well-being will be developed, which include:
  • Targeted interventions (focus groups, coaching sessions);
  • Individual and group consultations;
  • Recommendation strategies.

The ACT approach serves not only to identify employee well-being challenges but also to help organizations create a healthy, motivated, and productive work environment that enables employees to realize their maximum potential.

To thrive in the digital age, organizations must cultivate an adaptable, innovative, and growth-oriented culture. Our Digital Barometer model is designed to enhance organizational capabilities, enabling swift and effective responses to the challenges of the digital landscape. A significant barrier to the successful implementation of digital technologies is employee resistance to change, which is often linked to:

  • Insufficient digital awareness and competencies;
  • Failures in digital transformation initiatives;
  • Inefficient operational processes;
  • Inability to address IT challenges;
  • Decreased competitiveness and unmet customer expectations;
  • Ineffective data management practices.

The DSM Model and Its Foundation:

The DSM model is grounded in the EU DigComp framework and ACT’s extensive experience collaborating with organizations. It facilitates the assessment of an organization’s digital skills and mindset through a quantitative research methodology across six primary domains:

  1. Digital Mindset – the organization’s openness to innovation and change.
  2. Digital Skills – the technological competencies of employees.
  3. Security – adherence to information and data security standards.
  4. Digital Collaboration – the effectiveness of teamwork and communication.
  5. Innovation – leveraging technology to generate new ideas and solutions.
  6. Openness to Change – the capacity to adapt to a digital environment

Objectives and Results:

The DSM model equips organizations with comprehensive analyses and actionable tools to enhance their digital culture.

Key outcomes include:

  • An extensive analysis of the organization’s digital mindset, identifying critical areas for development.
  • Recognition of leadership and cultural gaps, facilitating informed strategic decision-making.
  • Formulation of strategies that promote innovation and digital growth, ensuring organizational competitiveness.

Data gathered through the DSM model is converted into actionable insights that drive the success of digital transformation initiatives within the organization. This approach enhances employee skills, encourages adaptability, and fosters a work environment where digital technologies are pivotal to achieving success.