Activity this quarter
raters set up
360 surveys set up
What our clients say about us
"As well as the fact that your software stood head and shoulders above your competitors the other reason we selected to work with Talent Innovations was your ability to design a questionnaire from scratch – we were unable to find any other organisation that matched your experience in [the area of survey design]"
Anna Petts – Head of Organisational Development at University of the Arts London
"Your report looks fantastic! Well done on a quality product which is easy to read and very well laid out"
William Innes – HR Business Partner, Royal Bank of Scotland
"Ti delivers 100% integrity of the process, and utmost confidentiality of data and information."
Gordon MacGregor – Organisational Development Manager, Transport for London
"I am so pleased with how easy the [performance management] system is to use. Everything is intuitive and very helpful"
Eldred Dizon – Head of Reward and Talent Management, NCB Capital
"In our selection, reliability and accuracy of data were essential components and Talent Innovations demonstrated an impressive level of expertise"
Alex Brierley – HR Projects Manager, The University of York
"Ti have provided high quality coaching and superb data analysis, benchmarked against leading UK companies"
Leonie Saywell – Organisation Development Lead, Transport for London
Featured Post from the Ti Resources
Be a transformational change agent: four levels in managing resistance (Part 1)
Human beings are naturally and determinedly resistant to change. We all know what we think; we make our own decisions; we control our own destiny, at least to a point. If anyone tries to change your mind, you are ready to defend and resist. Only the most sophisticated attempts to influence are likely to be successful. In HR and in management generally you are trying to guide and coach people to move to a new level or a new way. In our experience this resistance is never so present as when faced with a bunch…
Latest Linkedin Article
But what is the right time and why is it so important? These are critical things to understand if you are wanting to implement continual or 360 degree feedback tools in your organisation.
It helps to look at the extremes of timings. If there is some tricky feedback you want to give someone, the “right” way to deliver it depends on your objective....