Examples of using Scimus
Below, you find some examples of the use of Scimus in improving the performance of various kinds of organizations.
​
If you recognize one or more of these situations, Scimus might just be the tool for you.
Construction company
The newly appointed CEO of a large construction company discovers that his entire board is badly connected to the core of the company. Although the company is properly organized, the general way of working seems to be quite the opposite. As a result, performance is poor, employee satisfaction low and safety issues keep recurring. In trying to re-establish the connection mentioned above, lack of cooperation from middle management is an obstacle, frustrating exchange top down and bottom up.
By implementing Scimus this CEO gets an enhanced and transparent connection within the company and improves his management control. Vital information on the company’s behavior strengthens his leadership.
Hospital
The board of a large regional hospital discovers widely spread harassment in terms of bullying and sexual transgressive behavior within its medical and nursing staff. Young professionals very often feel they are treated unfair and suffer from psychological harm in a rather toxic cultural environment. As a result, employee turnover rises, employee health is an issue and performance drops.
By providing a transparent and safe means to communicate on these issues, Scimus helps in revealing the source of transgressive behavior and facilitates implementing and maintaining improvement measures.
Accountancy
The board of a large accountancy firm has its main focus on production, revenue and return on revenue. Consequently, staff is merely regarded as a means to achieve goals. A newly appointed CHRO sees herself confronted with a dramatically low employee satisfaction rate, a growing number of employees leaving the firm and a lack of new hires. She needs hands-on intelligence on experiences and expectations from both in order to build a more people driven culture.
Using Scimus, this CHRO gets powerful data on the behavior of both leadership and employees of the firm. She can provide a mirror to board colleagues and help them adjusting leadership to employee needs.
Waste processing company
A large waste processing company becomes private equity owned. Senior management is appointed to raise return on investment and seems mostly concerned for production and not interested in staff and employees. Encounters are of the "do it or you’re out" kind and a culture of fear emerges. As a result, figures drop causing even more concern for production due to loss of productivity and a high rate of staff turnover. The board is hardly connected to what’s happening and orders an employee satisfaction survey to find out. The CHRO suggests the Scimus approach.
Since Scimus is an anonymous and safe environment, it offers the means to generate feedback on transgressive behavior providing a mirror to the C-suite, confronting them with failing leadership and its consequences.
