STRATEGY / INFLUENCE
Belief3-Industry Strategy: B3-IS identifies and track the inter-subjective belief structures that impact your industry.
Belief3-Industry-Demographic: B3-ID identifies the invisible crowd sitting right outside your current customer demographic so that you can target that new market segment.
Belief3-Industry-Influence: B3-II identifies what issues impact inter-subjective belief and bring customers closer to you or drive them away.
Belief3-Influence Testing: B3-IT tests and quantifies the impact of messaging on inter-subjective belief and can move you past correlation to causation so you can move with certainty.
HEALTH INDUSTRY
Belief3–Health: B3-Health is a variant of B3-IS tuned for the unique needs of our health clients and allows greater panel segmentation based on condition (e.g., colon cancer) or employment (e.g., doctors)
IDENTIFYING EMPLOYEE BELIEFS TO IMPROVE RETENTION
The understanding of how beliefs shape employee attitudes, behaviors and culture has changed. Existing HR technologies have been built on an old model, they can only measure attitude and behaviors, then guess at belief. Therefore, you must understand employee belief to know what actions can change employee behavior. Our technology measures employee beliefs to create positive changes in attitudes and behaviors, ultimately improving retention and recruitment.
It identifies EMPLOYEE BELIEFS about their life and work experience, how those beliefs change each week and what EMPLOYER actions will positively impact future behavior in the workplace.
1. Know problems before they happen and intervene early with bi-monthly data.
2. Identify the reoccurring cycles of employee motivation throughout the year to understand when and how to act.
3. Improve employee program resource allocation by only investing in efforts that will have a positive impact on belief.
4. Generate additional top line revenue based on hard-to-extract employee beliefs around company innovation, products, service, and sales.
5. Determine what societal and cultural beliefs found outside of your organization have influence on your employees.
6. Provide valuable data to guide leadership development and corporate culture programs.
