Adoption Review
Why isn’t your team using its wellbeing support?
Low use is common across the industry, and the usual fix, more promotion, rarely works. Adoption Review finds the cause first, so the fix goes to the right place.
It is a fixed four-week review of one program. You get a written report, a readout for your leadership team and a short list of what to change first.
How we protect your people
Individual answers are never shared with your organization. Results are reported by theme and by group, and only for groups large enough that no one can be identified.
- Reported by theme
- Reported by group
- Never by person
Where the cause usually sits
The program
Whether the support fits how people work, when they can reach it and what they need from it
The managers
Whether managers help people use the support, or get in its way without meaning to
Hiring and promotion
Whether selection and promotion build resilience, or work against it
What you receive
Sample layout
Adoption Review
Prepared for your leadership team
- 1Summary for leadership
- 2Where the cause sits
- 3Specifically what to change first
- 4Method and confidentiality
A written report your leadership team can read in one sitting.
Four week engagement
Week 1
Pulse survey
Shows where to focus, so the interviews ask sharper questions
Week 2
Interviews
Structured questions built from the survey, in person or by survey
Week 3
Analysis
Each finding is mapped to the program, the managers or hiring
Week 4
Report
A written report and a readout for your leadership team
Why the survey comes first
The survey is not a general check on how people feel. Its answers decide what the interviews ask, so the interview time goes on the issues that matter most to your team, and the review covers more ground in the same four weeks.
Four quarters, one year
A Fortune 100 company
They wanted to track change over time, so the reviews ran every quarter across 2023
Q1 2023
Baseline across health, energy, relationships, workplace and satisfaction
Q2 2023
Follow-up after the layoffs, covering security, stress, team dynamics and promotion
Q3 2023
Structured interviews on stress, support, feedback and promotion
Q4 2023
Manager-level support and a plan for the year ahead
- Responses across the reviews
- 100+
- Were aware the support existed
- 100%
Had not used the support, mostly citing time or interest
45%
Felt more stressed after the layoffs
91.4%
Over 90% showed signs of significant stress and burnout by the final review
Scope
Minimum engagement for teams of 30 people or more
Who this is not for
- You cannot give staff time for the interviews
- You need us to run your recruitment. If hiring is the cause, we make strong, specific recommendations, and your team carries them out
Questions we get
- Will staff see this as an HR survey?
- We explain the review to staff before it starts, in language you approve. They can see how their answers are used.
- Who sees the results?
- Your leadership team receives the written report. Individual answers are never shared with your organization.
- What if the program is fine?
- Then the report says so, and it shows where to look instead. A clear result is a useful one.
Next step