We make visible how work, leadership, and change are experienced — and turn that into steps that hold up in everyday work.
Use areas of zweikern Insights
Your topics. Your people’s perspectives.
Wherever you need your people’s experience, opinions or ideas, zweikern Insights supports you: with individually designed surveys, clear analysis and shared work on next steps.
You set the topic and the questions. The application examples below show how you can use Insights for your concern.
Six examples. Many options for your topic.
Leadership, collaboration or working conditions: these examples show how employee feedback can become concrete development. With zweikern Insights you can also explore your own topics, connect several questions or go deeper on a single concern.
Change
Support change with employee feedback
Ask people about orientation, support, and the prerequisites for a change. With Insights you look at results by area, group open feedback by theme, and follow developments over time. That adds the experience of the people affected to your change management.
Example questions
- What does the change mean for my daily work?
- Which information or tools am I missing for implementation?
- Where do I need additional support?
Illustrative insight
The goals are clear. For implementation, practical examples and reachable contacts are missing.
Possible next step
Create application aids for typical situations and offer a regular exchange for open questions.
Follow up on results
Follow up on results
Ask again later about orientation and support. Look at which difficulties remain and where feedback has changed.
Leadership
Develop leadership with purpose through leadership feedback
See how employees experience leadership in day-to-day work. With zweikern Insights you make development fields visible, derive fitting actions, and follow what changes.
Example questions
- I know which tasks currently take priority.
- When priorities change, it is explained what can be postponed.
- When I have questions, I get the support I need.
Illustrative insight
Availability is experienced as a strength. When tasks compete, the team lacks a clear order.
Possible next step
Set priorities at the weekly start and clarify what waits when urgent new tasks arrive.
Follow up on results
Follow up on results
After a phase of practice, ask again how clear priorities and short-term changes feel.
Collaboration
Improve collaboration in the team with focus
Learn how people experience openness, alignment, and mutual support. Insights connects ratings with thematically prepared open answers. In the workspace you work together on what should change in everyday team life.
Example questions
- Can I raise difficulties openly?
- Do I get support when I need it?
- How do we handle different opinions in the team?
Illustrative insight
The team supports each other. Problems are often only raised once they are already urgent.
Possible next step
Agree a regular exchange where the team raises obstacles early and aligns on support.
Follow up on results
Follow up on results
Ask again whether problems are discussed earlier and support is easier to reach.
Culture and values
Understand culture and shape values in everyday work
Explore how people experience your organizational culture and where stated values show up in everyday work. With individual questions and open feedback, Insights makes different experiences visible. In the development module you connect insights and measures for your culture topic.
Example questions
- Where do I experience our values in daily collaboration?
- Which decisions can I make independently?
- Where do our ambition and my everyday work still not fit together?
Illustrative insight
Ownership is an important value. Which decisions people can make themselves, however, often remains unclear.
Possible next step
Clarify decision space in typical situations and agree when alignment is needed.
Follow up on results
Follow up on results
Later look again at whether people know their decision space and experience ownership in everyday work.
Motivation and retention
Motivation and retention better
Learn what people value in their work and which changes they want. Explore motivation, recognition, or development opportunities in an employee survey. Insights helps you look at differences between areas and go deeper on open feedback.
Example questions
- What motivates me in my work?
- Which development opportunities are open to me?
- What would need to change for me to want to stay here long term?
Illustrative insight
People value their team and their tasks. Their development opportunities within the organization are not clear enough to them.
Possible next step
Make development opportunities visible and clarify how people can bring in their development wishes.
Follow up on results
Follow up on results
Ask later again whether development opportunities are known and accessible. Use the feedback for further work on retention.
Working conditions
Capture working conditions and shape improvements
Capture how people experience workload, access to information, and tools. With Insights you look at feedback by area or site and work together on concrete improvements to working conditions.
Example questions
- Do I have the information I need for my tasks?
- How well can I manage my tasks in the time available?
- What makes focused work harder?
Illustrative insight
The tools are available. Frequent interruptions, however, make focused work harder.
Possible next step
Agree undisturbed work phases and clarify how urgent matters are handled in that time.
Follow up on results
Follow up on results
Gather feedback again on interruptions and focused work. Check together which adjustments are still needed.
Other possible occasions
- How do people experience newly introduced software?
- What makes onboarding easier or harder?
- What experiences do people have with an internal service?
- How is a new shift model perceived?
- What ideas do people have for a site move?
Your own topic
Start from your own question
The six examples are inspiration – not a fixed menu. Bring your own concern: Insights supports individual questionnaires, clear analysis and shared work on next steps.
Other possible occasions
- How do people experience newly introduced software?
- What makes onboarding easier or harder?
- What experiences do people have with an internal service?
- How is a new shift model perceived?
- What ideas do people have for a site move?
Which topic matters in your organisation?
Perhaps you want to review a new process, gather feedback on an offer, or involve people in a decision. With zweikern Insights you align the survey to your question.
Make your concern concrete
What do you want to understand, and what will you use the feedback for?
Include the right perspectives
Which people can contribute from their experience?
Align questions and analysis
Connect ratings with open answers and look at the differences that matter for your concern.
Work with the insights
Discuss results, shape next steps and revisit selected questions later.
From practice
Support change in recruiting.
Change in recruiting with monitoring and accompaniment.
View customer projectNext step
Which questions do you want to explore?
Bring your question. In the intro call we align Insights with your concern, from the survey to shared work on next steps.
You’ll talk to Andreas Kerneder, co-founder of zweikern.