Features

SHAPE enables easy understanding of complex employee data. We’ve developed features that guide your employees, managers and executives through a unique and illuminating data journey. Based on scientific insights, SHAPE details everything your company needs to measure your people performance.

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4 Organizational Areas

12 Explorers to explore

Starting with the “big picture”, the overall SHAPE score provides a single figure which represents how well the conditions at an organisation support a high-performance workforce. This score is subdivided into 4 Organisational Areas – The Individual, The People, The Facilities and The Company. These encompass our famous Explorers, the 12 critical elements any company needs to exploit in order to claim leadership status.

The DAAP matrix

The DAAP model

Our simple mantra; “turn up and perform”, is encapsulated in the DAAP model - the Desire and Ability to Attend and Perform. You may not visibly see DAAP in the reports, but it is inherent in all aspects of SHAPE - all SHAPE Explorers, and all the questions within them, impact one or more areas of DAAP.

Health Age

Health Age

SHAPE combines various health and lifestyle measures to determine how an employee’s “Health Age” compares with their actual age. It’s best not to have a workforce with an average age of 40 that look more like 50 from a health perspective! Health Age is the perfect solution for your workplace health and wellbeing program.

DASS

Psychometrics

Supporting the psycho-emotional wellbeing of employees is the greatest challenge facing employers over the coming decade. Mental health is already the leading preventable risk and is growing. SHAPE combines the globally validated, Depression, Anxiety and Stress Scales (DASS) with an appraisal of the emotional, cognitive, behavioural and physical consequences of poor psychological health. This allows a precise, scientifically valid assessment of the mental health profile from individual to overall company. In addition, the "sources of stress" appraisal identifies the root causes of the problem, providing invaluable data to fine tune interventions and deliver optimal results.

Psychological Safety Climate (PSC-22)

Psychological Safety Climate (PSC-22)

The PSC-22 takes over twenty results across 8 of the 12 Explorers and combines them into a single measure to indicate whether an employee’s psycho-emotional state is likely to be impacted, positively or negatively, by various work-related factors. The PSC-22 therefore reflects the degree to which the workplace "strains" the individual psychological coping resources of employees.

The Individual in the Environment (IxE)

The Individual in the Environment (IxE)

Whereas the PSC-22 measures the degree to which the workplace is positive, benign or toxic in terms of psychological safety, IxE combines this with a measure of individual susceptibility. Employees are on a continuum from resilient to susceptible. Clearly, the highest risk exists when susceptible employees are in a hostile environment – the epicentre for stress claims.

Autonomy in Isolation Model

Autonomy in Isolation Model

The way we work is changing. As more companies adopt a work from home approach, there is a need to look towards the future. The Autonomy in Isolation Model (AIM) evaluates the ability of employees to remain productive at home and how well they deal with physical separation from the office and their colleagues.

Your Network

Your Network

Build your organisational structure from the ground up, one employee at a time. Who do you report to and who reports to you? Using AI, we chart the web of connections and provide a precise view of your organisation, both from a reporting and an intervention perspective. Know exactly where to make a difference.

Value of Benefit

Return on Investment

When companies improve their SHAPE Score, improvements in four critical areas occur: reduced absenteeism, increased productivity, reduced staff turnover, and reduced illness/injury/accident/LTIFRs (Lost Time Injury Frequency Rate). These can be expressed in equivalent hours of additional work, or the financial value of those hours based on the wage of the employee; the ROI.

DDT

Demographic Data Tables

These allow executives and managers to view company data across all Explorers based on primary demographics such as age, gender, site, state, job level or department/division. Such information is extremely helpful in identification of intervention targets to improve SHAPE metrics.

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