It starts here…
The Positive Work Inventory® and Positive Person Inventory® measure the right kinds of workplaces and mindsets for your organization to flourish in both stable and changing times.
Positive Work Inventory® (PWI)
Do your employees have the kind of workplace that enables them to be purposeful, agile, and resilient in the best and worst of times?
The PWI is a quick, yet comprehensive employee survey of the most critical drivers of employee and organizational performance in both stable and disruptive times. It includes meaningful work, a sleeping giant of employee motivation that’s missing from most surveys.
The PWI is science-based in its design and the advanced analytics it uses to prioritize results for action.
A 10% increase on the PWI is linked to a more than 8% improvement in employee satisfaction, engagement, commitment, effort, stay intentions, and burnout in a national sample.
See our report The Impact of the Positive Work Inventory.
The PWI is positive for both employers and employees…
Positive for Employers
Measures a wide range of workplace factors in 15 minutes. Need a question? It’s there. It also taps engagement, satisfaction, commitment, well-being, and retention to get the full diagnostic picture of what’s driving them.
Measures only evidence-based drivers. No fads, hearsay, nor folk wisdom. Designed against scientific measurement principles for precision and accuracy, so your results are real, not statistical blips or artefacts. Tested in peer-reviewed, scientific studies and national samples.
Advanced analytics and data science go beyond binders of bar charts to get the why, not just the what, enabling you to prioritize a handful of things for action. Questions are clear and linked to purview, so results can be acted upon by managers. Departmental ‘gap’ reports are available for manager feedback and coaching.
Positive for Employees
Informed by research in positive psychology and organizational behaviour, the PWI measures empowering workplace factors that unleash human potential, enabling teams to be agile, adaptive, and resilient during both stasis and change. These factors also underlie healthy work.
Research points to a handful of fundamental needs that most people strive to meet. When these needs are met through people’s work, the results are higher commitment, performance, engagement, and retention. The PWI measures the kinds of work that meet these needs.
When people of all ages are asked what they want most in their lives, meaning turns up again and again. There is a growing need for meaningful work, including the need for a strong organizational purpose. Research shows it to be one of the strongest drivers of engagement and other employee outcomes. The PWI measures work that brings about what really matters to people.
Contact firstname.lastname@example.org for an additional brochure on the nearly 20 ways in which the Positive Work Inventory improves upon other employee surveys.
Positive Person Inventory® (PPI)
Do your employees have the positive mindsets that drive agility, resilience, and well-being?
The Positive Person Inventory® (PPI) is a comprehensive test of positive mindsets possessed by happy, healthy, and high-performing employees. These mindsets are fundamental and adaptive ways of seeing one’s self and the world – the ultimate strengths that enable people and organizations to flourish and thrive in both stable and changing times.
Hiring or developing employees with the PPI is linked to a more than $9.6 million increase in productivity for a 500-employee organization.
The PPI’s development has been guided by decades of behavioural science and rigorous measurement standards. Over twenty positive attributes with links to performance and well-being have been mathematically reduced to four mindsets. The result is a brief and powerful tool for talent development and coaching that taps many positive attributes indirectly.
Heliosophy abides by the following psychometric standards to ensure that our tools accurately measure the right things.
Standards for Educational and Psychological Testing
SIOP Principles for the Validation and Use of Personnel Selection Procedures