changing culture through people
Transform Your Workplace Through Employee Engagement
The Power of Engagement
- Reduced Turnover: Engaged employees are 87% less likely to leave their company
- Increased Productivity: Up to 21% higher productivity from valued employees
- Enhanced Team Morale: Foster collaboration and innovation through positive culture
Meeting Your Compliance Needs
Under Section 172 of the Companies Act, organizations must demonstrate wellbeing agenda compliance in their annual reports. bp2w® seamlessly integrates with your statutory reporting requirements while actively improving employee engagement.
🔑 The BP2W® Solution
- Listen and respond to employee feedback with our one-click management interface
- Prioritize development, track and enhance employee growth with our comprehensive tools
- Celebrate achievement Implement recognition programs that drive engagement with the bp2w® accreditation programme.
Flexible Solutions for Modern Work
Whether your team is office-based or remote, bp2w® offers practical, friendly solutions to monitor and manage employee wellbeing. Our platform helps create well-led, highly engaged, and productive teams in today's challenging business environment.
By building a culture of engagement with bp2w®, you don't just keep your team—you attract and retain the best talent in the industry.
Concentration on Key Areas of Organisation Development
Many organisations don't need a blanket approach to cultural change and want to focus on an individual or a few aspects, ebp2w® has you covered, from effective appraisals, connection and hr to fraud, mental health and inclusivity.
With over 30 tools to access, the power of eb2w® has to be experienced.
Why bp2w®
bp2w® is a proven online, self-managed system for growing leadership, engagement and wellbeing.
It delivers fast, quantifiable results that create collaborative working relationships, leading to higher performance levels.
bp2w® is an on-line, self-managed solution of measures, resources and activities that enables people to quickly improve the quality of their work lives. People have their own confidential web space to access resources, record their action goals and track progress across seven key indicators.
Why bp2w®? Our philosophy is simple. Create more happy and engaged people at work, and levels of morale, commitment, and productivity will flourish.
By identifying, measuring and meeting people’s needs, you create a high-esteem culture that empowers individuals to own their issues, challenges and performance.
You will see people taking ownership for improving work satisfaction levels... running activities, inviting feedback and problem solving on needs ...initiating conversations about real work and relationship issues The question constantly asked is "What am I going to do?" not "What is management going to do?"
People come to work to have their needs met. If needs are unmet, people can feel demotivated, unhappy, moan, criticise and eventually leave – all the things you don’t want in a business – all the things that tell you leadership is not working.
So, is leading your people and getting the best from them connecting with their needs? It would appear so.
The secret of successful relationships and leadership is to treat people how they need to be treated, not how we need to be treated.
Frequently asked questions
How does it work?
How does it work?
The bp2w® system provides diagnostics, tools, resources, interventions, videos, activities, posters, quick tips etc., which enables people to improve the quality of their work lives. bp2w® is driven not by HR or management but by individuals and teams. It provides solutions at the local, not just the corporate level.
You’ll see people taking ownership of running activities, inviting feedback and initiating conversations with colleagues about real work and relationship issues. Engagement and ownership are embedded into the bp2w® approach. The question constantly asked is “what am I going to do?” rather than “what is management going to do for me?”
bp2w® is based on 7 key indicators that are central to issues facing organisations today. There are measured and tracked throughout the programme. Furthermore, people are given their own webspace to access resources, record their action goals and track progress on the seven key indicators.
You can see people taking ownership for improving their own scores, running activities, inviting feedback and initiating conversations with their colleagues about real work and relationship issues. Engagement and Ownership are embedded through the programme coverting the question from 'What are MANAGEMENT going to do?' to 'What are WE going to do?'.
The rich data collected throughout the programme provide an accurate (and current) barometer of the health of the organisation to enable managers to manage effectively and with real focus
Why is a new approach needed?
Why is a new approach needed?
We continue to have the same people problems we had over 30 years ago. There is a need for a new approach which is transformational rather than informational. bp2w® is transformational; it creates openness, trust and collaboration and doesn’t just talk about it.
bp2w® has been developed not from some academic model or theory but from listening to the needs of middle managers, which is why it is friendly and delivers results.
bp2w® is a bit like having an Anti-Virus piece of software in your team. Issues are dealt with without interfering with performance, so productivity levels remain high.
By engaging with bp2w®, your team will have fewer people problems, greater levels of engagement and more ownership from everyone, leading to greater efficiency and productivity.
Levels of Engagement
Level 4 will maintain these changes. While each level stands alone, used sequentially, they become a powerful tool for a cultural transformation that will be sustained.
Level 1
The seven Satisfaction@Work (S@W) indicators are measured and tracked in a 28 question28-question diagnostic. Results are immediately available, and teams meet to review scores and set team and personal goals.
The leadership team can review the S@W scores across the organisation and make targeted interventions.
Time Frame | One Month
Level 2
This comprises short, fun, team-based activities grouped around the seven Satisfaction@Work indicators. It provides ‘safe’, low-level feedback within the team and comes with an optional resource kit for easy delivery. The Satisfaction@Work diagnostic can be retaken as often as required.
Training Support | Familiarisation workshop for team leaders
Level 3
Everything from Level 2 is here, plus full access to a range of supplementary indicators, 29 additional activities, videos and further resources. It provides high-level feedback with people proactively inviting input from their colleagues, other teams, customers, suppliers, and problem-solving on needs (often described as an extended self-managed 360).
Level 4
As the needed mindset and behaviours are likely to be in place, running the team activities will no longer be necessary. Still, we strongly suggest the S@W diagnostic is re-taken every 3 or 4 months to maintain performance levels. It is no longer a ‘programme’ but has become a business tool for people's excellence.
The bp2w® transformation journey begins with 1-2-1 relationships, moves to teams, across teams, the whole organisation and finally to customers and suppliers. This journey occurs when people engage with Levels 1, 2 and 3.
key features
- A totally automated programme which means no unwieldy administration - it takes just one spreadsheet to set up and maintain.
- Systemised and Incremental in implementation - it works for 4 or 40,000 and the process takes 2 minutes to learn
- Sustained Change is delivered throughout the organisation with minimal management energy
- Designed for Busy People, taking less than 2 minutes to complete - see example questions here
- Viral based - change is driven from the ground up
- Highly Cost Effective - prices start from as little as £14 per person on an annual licence
- IIP and 100 Best Companies focussed - it helps address over 100 IIP indicators