Say hello to our new little logo!

INTUO

Say hello to our new little logo!

Maybe you caught our "big launch" live on Facebook, or have noticed that our email signatures are a bit different, but INTUO is sporting a slightly different outfit as of recently. R.I.P. blue booklet, you served us well. Welcome new logo, we promise you a bright and ambitious future!
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Maybe you caught our "big launch" live on Facebook, or have noticed that our email signatures are a bit different, but INTUO is sporting a slightly different outfit as of recently. R.I.P. blue booklet, you served us well. Welcome new logo, we promise you a bright and ambitious future!

Ch-ch-ch-chaaangeees

Why the need for change? Simple, the old logo just didn't represent our vision and mission well enough anymore. In a relatively short amount of time, INTUO has evolved from "just" a high-end Learning Management Platform to a full-fledged Talent Management Platform. A platform (and company) which is still very committed to facilitating onboarding and distributing knowledge, for sure.

But our purpose has grown bigger, better, and bolder. For a while now, we have been dedicating the most of our waking hours to facilitating the implementation of a more future-proof and employee-centric mindset in organizations.

So while our little "book" icon did still embody our belief in proper education and knowledge-sharing, it just didn't cover all the bases any longer.

From old to new

The old logo just didn't cover all the bases anymore.

Nice things take time

Comparable to the process of introducing a new mindset in a company, the design of a new logo doesn't happen overnight. It takes time, good communication, experimentation, and the commitment to accomplish exactly what you set out to do.

Fortunately, our designer, Jeroen van Eerden, couldn't agree more on that one.

Take one glance at his Behance showcase on our logo, and you'll notice right away that we had a bunch of iterations to decide on (these aren't even all of them). Some we liked at first but grew indifferent to as time went on. Others weren't quite what we were looking for, but with a small adjustment, they became contenders again.

Quite the batch of iterations

In the end, we were able to nail the design together. It was a perfect blend of us thoroughly communicating what we were after, and Jeroen knowing how to translate our feedback into action.

Core values through graphic design?

There's a good reason why a lot of companies invest a considerable amount of time and resources in the creation of their branding. A great logo should be a visual and sentimental representation of your core values and mission. The colors, the typography, the flow of curves or the degree of the angles... It's a very subtle way to express the identity of your company and its people.

Let's go over a couple of key "features" of the new INTUO logo

  1. Blue

    The one thing we have kept intact is the use of the color blue. Blue is the color of trust, loyalty, and stability amongst others. Needless to say that is what we are striving for when we help out companies with our platform and guidance. Trust-based relationships, more company loyalty, and stability through agility.
  2. Round and fluent shape

    Smooth transitions and increased flexibility are what we facilitate for companies, so no rigid forms or crazy angles for us. We also wanted to let the icon feel very much like a button. The sort of button that lets you empower yourself and take control of your own growth path. You have the tools; it's up to you to click that button and take ownership of what you and your company are trying to accomplish...
  3. The text bubble

    ... But to reach those goals you will need some support, and be supportive to others. The best way to improve yourself, and your team, is by asking and giving feedback regularly. It's one of the things we are very adamant about. So to have our logo represent conversation and interaction was a must.
  4. The smile

    This was the final, yet crucial part of the logo. Whatever you need to express, or take in, always be set on a positive outcome. In the end, everyone wants to be truly happy at their job, so you might as well act on it and channel your energy into improving your work environment.

Employer branding

As with a tasty dinner, I'm saving the most important bit for last: The people behind the logo. Few things are more valuable to a company than the loyalty and engagement of their employees. At least, that's the way it ought to be if you want to be competitive in the long run. You want your people to fly your colors with pride, almost as if your company is their favorite soccer team.

Can a neat new logo achieve this? Well, a graphic can only do so much on its own. The rest has to be filled in by your company culture. Sure, you can use the power of marketing to lift your "street-cred" by launching fancy campaigns and whatnot. But in all honesty, if you don't have a company that people actually like working for, sooner or later, your logo will be nothing but a front.

Reservoir INTUO

Reservoir INTUO

So what are the main takeaways here?

  1. First and foremost, treat your people the right way, so they can truly be proud of everything that represents your company.
  2. Secondly, we have a new logo 🤓
Calculate the ROI of a talent management tool

Strategy & Solution

Calculate the ROI of a talent management tool

Creating and sustaining a thriving company culture with the aid of a performance management tool is very trending. But it’s hard to know what you're actually getting out of it. Capturing feedback, detailed performance reporting, aligning individuals and their teams... All are pretty effective, but at what cost? What’s in it for you in terms of concrete numbers? In other words, what’s the ROI (Return On Investment) of your performance management tool?
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Creating and sustaining a thriving company culture with the aid of a performance management tool is very trending. But it’s hard to know what you're actually getting out of it. Capturing feedback, detailed performance reporting, aligning individuals and their teams... All are pretty effective, but at what cost? What’s in it for you in terms of concrete numbers? In other words, what’s the ROI (Return On Investment) of your performance management tool?



Calculate the potential ROI of your own company with our Excel sheet

One of the leading indicators of organizational development and sustainability is the value of the human capital of that company. Plentiful studies have examined the effectiveness of systems and tools when it comes to managing the performance of employees. Gallup has conducted a thorough analysis of several companies that all installed some kind of performance tool or wellness program for their employees.

The ROI calculator explained

Let’s look into an example, shall we?

Let's assume that Company X has 150 employees and generates a yearly revenue of € 14 million. The organization has a pretty healthy a profit margin of 16%, so they generate a yearly profit of € 2.24 million. Thus far the numbers everyone likes.
On average, the cost of absenteeism per day for one employee is around €200 (based on a monthly wage of € 2.300). Let's say that an employee is absent for about six days a year (a modest average). Based on a 230-day work year, and their workforce of 150, the number of absenteeism days per year for Company X mounts up to 900. 900 x € 200 = € 180.000, aka plenty. To paint a more complete picture, we also factor in the standard turnover rate for organizations in Europe, which is averaging at 10%, and add a retention and recruitment cost estimate of € 40.000. A cost that is pretty variable depending on the company, though very real for every company.

So Company X decides to do something about this "lost money" and turns to INTUO's Talent Management Platform for help in this matter. The price of our suite comes down to € 12 per user, per month. If you do the math, you'll total yearly cost of € 21.600. The only cost that is added to this is a one-time onboarding fee of € 4.000. This onboarding track is recommended to guarantee a good adoption of the tool throughout the company.

So how on earth is Company X going to decrease the loss of € 220.000 (+ the turnover costs) with adding another cost of € 25.600, in the form of a performance management tool?


Where the "magic" happens

After implementing any performance tool, a lot changes in this cost framework over the years. The initial year will revolve around the full rollout of the tool. The better the onboarding, faster the new mindset can spread throughout the organization. The second and third year, the culture changes will start to settle in and new habits (revolved around the use of the tool) find their ways into the employees' lives. The benefits and value slowly start to boil up in those initial years and reach their ultimate peak in year four.

The results of the Gallup study speak for themselves. Four years after implementing the program or tool, the median differences between business/work units from the top and bottom-quartile on employee engagement:

  • 41% decrease in absenteeism
  • 21% increase in profit
  • 24% decrease in turnover


  1. Reducing absenteeism

    The reasons for absenteeism can be any number of things; a personal situation at home, performance issue in the workplace or an unhealthy work environment or culture. An engagement platform like INTUO uses non-intrusive ways to monitor these issues and provides information when certain employees get to a worrying state of wellbeing. Having access to this kind of information, team leaders can take measures to avoid certain cases and can result in an overall 41% decrease in absenteeism, according to Gallup. Needless to say, this decrease will translate into a cut of the costs as well. Going back to our example: € 73.800 worth of savings for Company X, in year four.

  2. Productivity through optimization

    To make gains in terms of employee productivity, INTUO provides a set of tools to optimize both individual and team performance. Facilitating coaching with frequent check-ins and improving workflows through feedback are but a couple of things that stimulate productivity. You're never 100% sure that a new employee will thrive in the position he or she starts at. But gradually finding out will eventually put them in the perfect position to unleash hell (in a good way). A natural consequence of streamlining all of these processes is a profit increase for the business in general. For company X in year 4, this equals a profit increase of €470.400.

  3. Turnover decrease

    The best way to improve retention is to increase the engagement and job satisfaction of your employees. Continuous measuring of their "fit" with the company and its values is the perfect way to anticipate when people are likely to leave a company. The data gathered from the monitoring can help managers to act in advance, preventing high turnover costs. When we look at Company X, they are estimated to save up to € 120.000 in turnover costs after four years of using INTUO.

Does it take a bit of effort to implement a new mindset? Certainly. People need time to get accustomed to a more open environment, learn how to give proper feedback, think autonomously about personal improvements... But as you can see, it does pay dividends big time after a while. Company X has invested a total of € 91.300 into INTUO, but in four years they saved a total of € 642.600.
An INTUO implementation also comes with a couple of "side effects" that may increase that number even further. By focusing on an attractive company culture, there's a very real chance you'll attract high potential talent. Or partnerships might sprout thanks to your progressive and future proof way of doing things.

Calculate the ROI for your company!

Intrigued? Curious to find out how much money INTUO can save your company? Hit the button below and receive a straightforward calculator in your mailbox. Fill in your numbers in the Excel sheet, see the effects and don't hesitate to ask me for further explanation or advice!

Happy to be working, or working to be happy?

INTUO

Happy to be working, or working to be happy?

Although this question seems pretty straightforward, the answer might be crucial to a company’s success as well as an individual’s happiness. Today, more than ever, those two go hand in hand. Are you happy to be working nine-to-five in order to sustain happiness during your five-to-nine, or are you working to be happy during your nine-to-five and five-to-nine?
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Although this question seems pretty straightforward, the answer might be crucial to a company’s success as well as an individual’s happiness. Today, more than ever, those two go hand in hand. Are you happy to be working nine-to-five in order to sustain happiness during your five-to-nine, or are you working to be happy during your nine-to-five and five-to-nine?

Allow me to introduce myself. My name is Mr. Millennial, but you can call me Siemon. Graduated Law major, former project manager at an animation studio and current business developer at INTUO. So uhh yeah… Law school equals lawyer, you'd think? Not so much. This might have raised an eyebrow or two, depending on who’s reading this. But it’s the direct result of my answer to the question at hand: Am I happy to just be working, or do I want to be working to be happy?

Changing of the guard

I was raised by a generation that was eager to start their career at a company with hopes of finishing there as well. It offered them security about where they were headed and how to get there. The fact that they had a job made them happy, but actually doing the job did not. What exactly that job was, didn’t really factor into it all that much. This soon-to-retire Baby Boomer generation was mostly happy to be working.

If you do what you love, you’ll never work a day in your life. As cheesy as it may sound, its core idea is pretty spot on for me. By agreeing to the trade-off that your work is something you have to do in order to be happy when you aren’t working, you’re actually selling yourself short. Settling for a job isn’t helping you nor your employer. Indulge me on this thought experiment:

Let’s say the average person works around 45 years in a lifetime. Working nine-to-five, factoring in traffic and some work related issues arising in your five-to-nine you’ll probably be dedicating around 12 hours a day to your work. For the sake of this exercise, I’m using a five-day work week. So those 12 hours include some work time during your weekend. You’ll probably take some well-deserved vacation so let’s say you’re working eleven months in a year.

12 hours x 5 days x 48 weeks x 45 years = 129.600 hours = 5400 days = 14,8 years

Let it sink in for a bit. If you’re doing a job that isn’t making you happy, then by default it’s making you either unhappy or indifferent. I’m not sure which is worse. Are you really okay making the conscious decision to be unhappy for close to 15 years?

Are you loving your job?

I wasn’t going to allow myself to be unhappy and made the decision to find a job that would allow me to be happy. Career paths are no longer set in stone, and millennials are looking for opportunities where they can do something they love. Their career will be one of choice, rather than desperation. They need more than a job that solely offers a financial incentive. Personal growth, making an impact, feeling respected and appreciated have risen to the top of their wish list. They need a job that checks all those boxes.

Various studies show that this Millennial generation will form 50% of the global workforce by 2020, and CEO's are realizing that attracting and keeping younger workers is probably their biggest challenge. Being aware of this, and actually offering a workplace fit for these high-demanding young potentials are two completely different things. Talent management has long operated in a very rigid structure. Fixed career paths, annual reviews, top-down feedback that are actually instructions in disguise… It’s a whole new world of working, and change won’t happen overnight.

The proof is in the pudding...

Two-way feedback, re-aligning personal and company objectives, continuous coaching and lots more are being demanded and it’s adapt or die for most companies. INTUO’s platform can facilitate that change towards a talent management fit for today’s workforce by streamlining this process in an easy-to-use online tool. A tool that is by no means a quick fix and requires a change in company mindset. To put it briefly, companies are currently in situation A and need to evolve to situation B. We’ve created a vehicle that can help them to get there, but they have to be willing to drive this vehicle in order to get to B as fast and easy as possible.

During my short stay at INTUO so far, I can tell you that they practice what they preach. I’ve received numerous one-on-one coachings, felt respected and appreciated and really feel this environment allows me to be myself and grow into the best version of Mr. Millennial I can be.

I’m working to be happy, are you?

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Feedback Templates | Release Note

Product Features

Feedback Templates | Release Note

Sometimes it's hard to come up with the right words when you want to give feedback to someone. A nudge in the right direction is usually all you need, so let us take care of that nudge for you! By introducing Feedback Templates, managers can lead by example by preparing pre-written feedback to adjust to your liking or draw inspiration from.
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Sometimes it's hard to come up with the right words when you want to give feedback to someone. A nudge in the right direction is usually all you need, so let us take care of that nudge for you! By introducing Feedback Templates, managers can lead by example by preparing pre-written feedback to adjust to your liking or draw inspiration from. Use different templates for different situations and your feedback skills will be on point in no time!

Transcript

Florence:

I think a lot of you will agree with me if I say that it’s hard sometimes to come up with the right words when you want to give feedback to someone.

You want to be both specific and thorough. This way, your colleague will have an easier time avoiding mistakes or misunderstandings in the future.

But you don’t want to hurt someone's feelings by accident, so you’ll want to pick your words carefully as well.

As a result, pointing someone in the right direction is not always that simple.

We are fully aware of this, and to help you out, we’ve created Feedback Templates.

Feedback templates are pre-written feedback examples which you can draw inspiration from when you’re helping someone to get better.

As an admin you can make as many templates as you want.

You can create one to use after someone's first sales meeting, or after a project delivery, or just an overall suggestion that certain things need some more work…

...like my ping pong skills

After a while, you’ll get the hang of it and won’t need them as much anymore. That is the goal of the templates.

And who knows, maybe your own feedback-style might become so good, that your managers decide to turn it into a template for other to use.

Thank you for taking the time to watch this INTUO Release Note.

If you have any questions or remarks, please get in touch through the chat intercom on our website, or by email or telephone. Bye!

A great deal has been written in recent years about the perils of automation. With predicted mass unemployment, declining wages, and increasing inequality, clearly we should all be afraid.

By now it’s no longer just the Silicon Valley trend watchers and technoprophets who are apprehensive. In a study that has already racked up several hundred citations, scholars at Oxford University have estimated that no less than 47% of all American jobs and 54% of those in Europe are at a high risk of being usurped by machines. And not in a hundred years or so, but in the next 20. “The only real difference between enthusiasts and skeptics is a time frame,” notes a New York University professor. “But a century from now, nobody will much care about how long it took, only what happened next.”

I admit, we’ve heard it all before. Employees have been worrying about the rising tide of automation for 200 years now, and for 200 years employers have been assuring them that new jobs will naturally materialize to take their place. After all, if you look at the year 1800, some 74% of all Americans were farmers, whereas by 1900 this figure was down to 31%, and by 2000 to a mere 3%. Yet this hasn’t led to mass unemployment. In 1930, the famous economist John Maynard Keynes was predicting that we’d all be working just 15-hour weeks by the year 2030. Yet, since the 1980s, work has only been taking up more of our time, bringing waves of burnouts and stress in its wake.

Meanwhile, the crux of the issue isn’t even being discussed. The real question we should be asking ourselves is: what actually constitutes “work” in this day and age?

What is "work" anyway?

In a 2013 survey of 12,000 professionals by the Harvard Business Review, half said they felt their job had no “meaning and significance,” and an equal number were unable to relate to their company’s mission, while another poll among 230,000 employees in 142 countries showed that only 13% of workers actually like their job. A recent poll among Brits revealed that as many as 37% think they have a job that is utterly useless.

They have, what anthropologist David Graeber refers to as, “bullshit jobs”. On paper, these jobs sound fantastic. And yet there are scores of successful professionals with imposing LinkedIn profiles and impressive salaries who nevertheless go home every evening grumbling that their work serves no purpose.

Let’s get one thing clear though: I’m not talking about the sanitation workers, the teachers, and the nurses of the world. If these people were to go on strike, we'd have an instant state of emergency on our hands. No, I’m talking about the growing armies of consultants, bankers, tax advisors, managers, and others who earn their money in strategic trans-sector peer-to-peer meetings to brainstorm the value-add on co-creation in the network society. Or something to that effect.

So, will there still be enough jobs for everyone a few decades from now? Anybody who fears mass unemployment underestimates capitalism’s extraordinary ability to generate new bullshit jobs. If we want to really reap the rewards of the huge technological advances made in recent decades (and of the advancing robots), then we need to radically rethink our definition of “work.”

The paradox of progress

It starts with an age-old question: what is the meaning of life? Most people would say the meaning of life is to make the world a little more beautiful, or nicer, or more interesting. But how? These days, our main answer to that is: through work.

Our definition of work, however, is incredibly narrow. Only the work that generates money is allowed to count toward GDP. Little wonder, then, that we have organized education around feeding as many people as possible in bite-size flexible parcels into the employment establishment. Yet what happens when a growing proportion of people deemed successful by the measure of our knowledge economy say their work is pointless?

That’s one of the biggest taboos of our times. Our whole system of finding meaning could dissolve like a puff of smoke.

The irony is that technological progress is only exacerbating this crisis. Historically, society has been able to afford more bullshit jobs precisely because our robots kept getting better. As our farms and factories grew more efficient, they accounted for a shrinking share of our economy. And the more productive agriculture and manufacturing became, the fewer people they employed. Call it the paradox of progress: the richer we become, the more room we have to waste our time. It’s like Brad Pitt says in Fight Club: too often, we’re “working jobs we hate so we can buy shit we don’t need.”

The time has come to stop sidestepping the debate and home in on the real issue: what would our economy look like if we were to radically redefine the meaning of “work”? I firmly believe that a universal basic income is the most effective answer to the dilemma of advancing robotization. Not because robots will take over all the purposeful jobs, but because a basic income would give everybody the chance to do work that is meaningful.

Order Rutgers "Utopia for Realists" now

Want to go more in-depth?
Consider buying Rutgers book "Utopia for Realists".

I believe in a future where the value of your work is not determined by the size of your paycheck, but by the amount of happiness you spread and the amount of meaning you give. I believe in a future where the point of education is not to prepare you for another useless job, but for a life well lived. I believe in a future where “jobs are for robots and life is for people.”

And if basic income sounds Utopian to you, then I’d like to remind you that every milestone of civilization – from the end of slavery to democracy to equal rights for men and women – was once a Utopian fantasy too. Or, as Oscar Wilde wrote long ago: “Progress is the realization of Utopias.”

Is your boss too old, or your peer too young?

Strategy & Solution

Is your boss too old, or your peer too young?

More than ever, companies attempt to become versatile, progressive and diverse entities with flourishing cultures, which are attractive to their (potential) employees. Team building sessions, healthy Thursday lunches, and flexible work schedules are just a few examples how organizations try to get closer to develop into the holy grail among employers. However, these idyllic companies do not come in a handy ‘7-steps-assembly-kit’.
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More than ever, companies attempt to become versatile, progressive and diverse entities with flourishing cultures, which are attractive to their (potential) employees. Team building sessions, healthy Thursday lunches, and flexible work schedules are just a few examples how organizations try to get closer to develop into the holy grail among employers. However, these idyllic companies do not come in a handy ‘7-steps-assembly-kit’.

Please mind the age gap

To attain such an all-round and successful organization, management often tries to put together a diversified team of skilled people. Nevertheless, one plus one does not equal two in a team environment. Two people with two different sets of (complementary) skills, do not necessarily result in an efficient and high-performing team. Furthermore, it’s not just about making different personalities or people with different competencies work together. It’s often overlooked that age differences in the workplace can cause friction as well.

Managing a multigenerational team

Since 2013, Millennials (born after 1980) have surpassed the soon-to-retire Baby Boomers (born between 1946-1960) as the largest generation in the workplace. By 2025, they will even comprise the majority of the workforce.

91% of millennials anticipate staying at any given job for less than three years.

This brings up the dilemma of managing a multigenerational team. And before you start diving into the management of a multigenerational workforce, you must be aware of the different perspectives the generations might have on some very basic work related issues. You can find a general overview of this comparison in the table below.

Despite these differences there are between the age groups and the consequences it brings along, it will be a manager's role to find common ground and build a productive team.

Get the full white paper!

Now, what does this mean for your team? And what can you do as a manager? And as a company?

This is just a small part of a white paper. Download the full version of the white paper below to get your answers!

Every talented person is young, ambitious and a tad naïve at the beginning of their career. Often, freshly graduated business-(wo)men-to-be choose for the thing they know best: go through the belly of the beast and work their way up some well-defined corporate ladder. (If only you could work for the likes of Jordan Belfort, right?). I agree that success, however you define it, is worth pursuing from the get go: life’s too short to waste on work that’s only promising you things in the long run. For young people, climbing up the corporate ladder is the safe and obvious bet, but not the best.

The way I (and Maslow, if you interpret it freely) see it, there are 4 things that could define career success for you: Security, being able to develop yourself (= being challenged), recognition (your ego) and the social aspect of your job. The first one, security, is the reason that many young people want to work for an established company. But, and this is where I make my case, the other three are much harder and slower to obtain in that kind of environment. Not impossible, but harder.

Let me put every one of those four into perspective.

  1. Recognition (a.k.a. your ego)

    Of course, everyone likes being recognized for work. But for some people, being known for being good is what keeps them going at work. Provided they can align their personality with the goals and vision of the company, these people will be a lot happier in a small fast growing startup at the start of their career. For example, one of my colleagues did a really good job of getting Mobile Vikings started with our platform. This was not only recognized company-wide, but it was also turned into an example case for future customers. From now on she’s the one onboarding the customers. Not only great news for our customers, but her confidence has taken a major boost and it shows in all her work.

  2. The continuous challenge

    For some people, being able to develop yourself and continuously being challenged is the most important key factor for success. I tend to focus on one particular skill I would like to master. Then I focus on honing that skill for about 6 to 18 months. In my previous, more corporate, job, that skill was selected for me. There was little to no way of changing my personal growth direction fast. In my current function, I got to choose it myself. I’ve been working very hard on Go-To-Market and Sales strategies for the last six months. And it paid off, since then we’ve expanded the team with 5 new sales & marketing people. Which means that now I can and will have to focus on my management skills to get them going! So you see, there is always something new to learn, always a new challenge to tackle. And an environment that agrees with that, is an environment I like to spend my days in.

  3. "How do I make my company attractive for young potential?"

  4. The social aspect of my job

    There’s a small distinction to be made when it comes to the "social aspect". There are those that have given up on having an engaging job and go to work mostly for the awesome colleagues, and then you have the people that need a sense of belonging and a lot of social interaction while performing the job they like doing. The latter is what you want, and is usually the case in a startup since you’re working in a small group towards a mutual goal. I can guarantee that you’re likely to quickly become friends with everyone (including the managers/founders) In a bigger, more rigid, company there is a lot of need to organize social events to get to know each other. Of course, they do their job well and many coworker relations will turn into friendship as well. But once again, it might take more time and effort.

  5. Job security

    There’s one category that’s worse off when working for a startup and that’s those who are looking for job security and clearly defined tasks every day. Every day will be different and challenging, so it’s definitely not for everyone. In a startup there's a feeling that you have to earn that security, usually by working hard and late for a couple of years. True in a lot of cases, but certainly not all. It depends greatly on the kind of business you're in and how experienced the people around you are. Then again, because the market for a lot of industries is changing rapidly, there's no real guarantee that a bigger company is automatically a safer bet.

So what's the takeaway here? Should everybody quit their job and join a startup? No, of course not. First of all, the goal of the majority of startups is to become as big and established as the big mammoths. So it would be rather ironic to make that statement. The real challenge here is to take that what makes a startup so exciting and attractive and keep it alive during the many years of growth. This is the challenge that a lot of companies are dealing with nowadays.

Setting personal objectives that are in line with the company's needs
Voicing and turning your personal ambitions into objectives.

It requires that "agile mindset", which takes people's drive and own ambitions into account. You need the ability to give challenges when they are wanted, or easily recognize efforts when they are made. Have people work in teams and let them help out each other. This kind of social interaction leads to trust and honesty between coworkers and might lead to everlasting friendships along the way. If you can maintain this sort of work environment while growing and scaling up, you'll have both the security of an established enterprise and the likable features of a startup, all in one big awesome organization. And isn't that exactly what young potential is looking for?

Future-proof your work environment and try out a new way of working. Our experts will guide you through the platform, answering any questions or remarks you might have.

E-learning lets people learn at their own pace, but that's not a guarantee for engaging courses. Because let’s face it, no matter which industry you’re in, there is some pretty boring stuff out there that has to make it into a lot of brains. Here are some tips on how to succeed in doing so.


  1. Have a user-friendly platform

    If it takes too much time and effort to learn how to work with the software that is supposed to help you learn, well… that’s a problem. There’s no use in creating elaborate and well thought-out courses if they’re too hard to reach or illogical to navigate through. Either they won’t be reached at all or the user will start and go through the courses with a fair dose of frustration. You will want to avoid that. Starting off with a good amount of motivation and determination is crucial for the learning process, so make sure the software you use is top notch.

    INTUO's E-learning platform
    INTUO's high-end E-learning platform
  2. Grab the attention

    “Please open your handbooks at page 1” is not how you get people to ride an informative rollercoaster. Not then, not now. Give the users some incentive as to why they’d better pay attention. Start off with a couple of cool facts or tell a captivating story. During the history of mankind, stories have always been a crucial part when it comes to passing down knowledge. So we’re pretty much “programmed” to listen to them.

    Another way of triggering interest is starting off with a demanding test or posing some challenging questions. When you’re writing a course, imagine you’re the user and what kind of questions you would have. Promise (and deliver) an answer for those if the user stays on board for the whole ride. Don’t give up the punchline of your joke right away, so to speak.
  3. Communicate as a normal human being

    Speaking of jokes, it never hurts to put one or two in your courses. We’re not talking about the most clever puns in the world here, but just something that reminds the users that they’re dealing with a helpful colleague rather than an authoritative instructor.

    Think about your favorite teachers back in school, and how they brought across their point. They would always talk to you as their equal, making sure that the vocabulary and terminology they used was clear and understandable. Read it aloud to yourself once you’re done and see if it comes off naturally.  Sometimes there’s no way around a couple of technical terms or a little bit of jargon, but present them well and they’ll stick around longer.

  4. Motivate instead of dictate

    One area where that good kind of communication comes in very handy is when dealing with the objectives of the course. Stating your expectations in a formal bullet list can lead to a bit of unwanted pressure to deliver on those. Not to say you can’t have objectives, but if the users feel they have to know these things by the end of the course, it can trigger an “I have to make sure I’ll pass this exam or else” kind of feeling. Which is a huge turn-off. So you might want to consider a more motivational approach.

    Once again put yourself in the user’s shoes and figure out what they want. Try to rephrase your objectives so that they turn into subjects which the users genuinely care about. They will be much more motivated to get answers to their questions, rather than “meeting your demands”.

    For example, turn this:
     • Identify the main problems of the customer
     • Offer valuable solutions to those problems
     • Do so in many different situations
    into this:
     • You’ll be able to ask the right questions to analyze your customer’s situation
     • Without hesitation, you’ll have the appropriate responses ready
     • Even if the customer is upset, you’ll have the tools to remain stress-free and calm him down
  5. Use the right kind of fancy pictures

    A picture is worth a thousand words, but only the right picture is. Pick images that reinforce your words (and vice versa). It’s so easy to think that some random picture will flare up your content instantly but why bother if it doesn’t have an actual purpose? Too much visual input can distract or confuse the user if it has nothing to do with the rest of the content.

    Also refrain from using those same old stock images again and again because that generic feeling of those pictures may translate into a generic impression of your courses, damaging their credibility. Be authentic. It almost goes without saying that a beautifully designed course makes your content much more attractive, pleasing both the eye and brain of the beholder. Below you’ll find an example of a visually appealing course design vs. …well let’s call it “a generic one”.

    INTUO's E-learning platform
    Pretty neat
    Obsolete E-learning tool
    Not so pretty neat
  6. Don't just show and tell, interact

    Don’t solely rely on the narrative and attractive visuals. Include the user in the learning process as much as you can. There are a lot of people who have trouble with listening and watching for long periods of time, so be sure to mix it up with some interaction. Ask some questions after certain topics or create scenarios in which the user has to make some decisions to continue with the course. Let different answers have different outcomes and use them for feedback. This kind of gamification not only keeps e-learning challenging and somewhat entertaining but simulates real life situations too. You’re trying to create a knowledgeable problem solver, rather than just a walking encyclopedia.
  7. Do something different

    For example: have "7" tips when the title clearly says “6”. Go over the top with some visuals, make a funny analogy, put your users a bit on a wrong foot only to reveal the truth with a complete 180° plot twist! Be authentic, as we said before. People like surprises and things that stand out. Not every course has to be a piece of art of course, but do something different once and a while. It keeps the users on their feet and a couple of things out of the ordinary burn into the memory quite well. A lasting impression is what you want.

Interested in taking the INTUO platform for a free test ride? All the looks you'll get while you show off your fancy new interface... You'll be the talk of the town! Schedule a free demo right away!

Ask us Anything!

INTUO

Ask us Anything!

When trying to explain the New Way of Working, there's so much to say that it's hard to figure out sometimes where to even start. For a lot of people, it's the very first confrontation with this kind of changing mindset and environment. At INTUO, we try our best to inform every single person, no matter what their background or experience is.
Continue reading

When trying to explain the New Way of Working, there's so much to say that it's hard to figure out sometimes where to even start. For a lot of people, it's the very first confrontation with this kind of changing mindset and environment. At INTUO, we try our best to inform every single person, no matter what their background or experience is. And to produce great output, we need great input...

So go ahead...

... And ask us anything! And we mean it. We welcome every question, from a "What is it that you do, again?" to a "Do you really believe that feedback cultures aren't just a trend?". You have your own unique story and experiences, so it's only natural that you get your own unique answer.


Thank you very much for your input! 🙏

Slack Integration Announcement!

Product Features

Slack Integration Announcement!

So for those companies who have Slack in their tool collection, we have some very exciting news! As INTUO wants to be part of the daily work life of every employee, we’ve built.. (drum roll please).. an INTUO slack integration!
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The increasing number of tools a company uses is insane. They all help us get our work done one way or another, yet there are so damn much of them. So for those companies who have Slack (a simple, yet effective communication tool for day-to-day work) in their tool collection, we have some very exciting news!

At INTUO we're constantly searching for better, faster and smoother ways to implement the process of feedback into an everyday workflow. No matter how valuable it is, if giving feedback is too much of a nuisance, it won't be done. We are very much aware of that. So that's why we're thrilled to announce yet another step in the right direction as we have built... *drum roll please* ...
an INTUO Slack integration! (We may have slightly spoiled the surprise in the title ánd the introduction).

There are only two prerequisites to be able to reap the benefits of this new feature:

  1. You must have our INTUO Perform module on your platform activated and,
  2. you must be using Slack in your company, obviously.


Meet INTUO bot!

In the first iteration of this feature, you will be able to talk to our very own INTUO bot! Talk to him about one of our basic commands, and he’ll make it happen. You’ll be able to provide people with some well deserved praise, view all your objectives or even set a new one, straight from your Slack application! Just follow his instructions, you’re in good hands.

All the praises that were sent with a company-wide visibility will appear in a separate #intuo slack channel so that you can integrate a recognition culture even more. Pretty cool right?

This means that you will not have to go to our platform itself to keep track of your objectives or to give someone some feedback. The INTUO platform (or more precisely, our Intuobot) will come to you!

Interested?

We are currently in the Beta testing phase for this feature, so we are looking for some eager guinea pigs to give it a try, starting from April 1st ‘17 (not a joke). Curious? Get in touch via support@intuo.io, and we’ll set everything up in a jiffy!

Once every two weeks

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