About Us

What we do

Enterprise Excellence Diagnosis

It shows the ability to what extent an organization can work in a way that great enterprises do.
The international researches used the operational model of industrial companies with permanently over average performance.
A sociometric approach is part of the Diagnosis which provides information on the level of cooperation between the organizational units. 

o  Unique complexity

o  Reports In 4+1 Areas

o  Reports in 3 organizational Dimensons

o  Run measurement project ASAP

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Respondents

Our History

What You Need To Know About Our Story

Building on decades of international science and experience, Enterprise Excellence Diagnosis was created by international organization development experts from several countries with years of work. Their fundamental aim was to develop a research-based measurement system. After all, there are many artificially invented questionnaires based on different theories available on the market. Although these are often useful, there is very little evidence of their content being real.

The Enterprise Excellence Diagnosis does not aim to build on theories.
It is based on empirical studies and compares the organisations under study with the common operations of excellent companies.

More About Scientific Background

Meet the team

Get to know our team

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Dora Kocsis

International OD Diagnosis Expert
dora.kocsis@improversgroup.hu
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Lilla Nyikita

International OD Diagnosis Expert
lilla.nyikita@improversgroup.hu
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Lili Szabo

SSC Helpdesk Hungary
+36 20 327 4046

And if you would like to contact Steve Ecsedi who is Head of Partnership Network
you are welcome to send an e-mail to istvan.ecsedi@improversgroup.hu too. 

Testimonials

What Our Clients Say
Our national benchmark data is compiled from the responses of over 10 000 employees from our client base, completely anonymously. On request, we can provide contact details of the managers of the companies providing references.

"We got a surprisingly accurate picture of our company, we didn’t expect such in-depth results from such a relatively small project. Obviously, the diagnostic methodology is quite excellent. We had had an idea about a lot of strengths and also a lot of weaknesses, but in some areas we got some very unexpected results. There will be a lot to work on in the upcoming months."

Antal Braunecker

Managing Director, Donauchem Ltd.
One of our clients planned to measure 40 of its member companies and explored the available business development diagnostic tools. The head office and 4 member companies were measured with all the selected measurement tools. After the measurements, the company wanted to use but one tool for all their member companies. Quoting from the letter received from them: "As a conclusion of the pilot project, the team decided to use the Complex Excellence Diagnosis at the member companies out of the diagnostic tools tested during the project (excluding all other tools and processes of the companies explored)."

Typical questions

what Our Clients Would like to know
Companies that wish to improve the company culture
would want measurable answers to the following questions

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Typical questions related to

Overall Efficiency
  • How capable/effective is the management in translating the strategy into aligned targets?
  • What is the probability of the organization to execute its strategy
  • What is the quality of the effectiveness of KPI-s and the supporting processes?
  • How much does the company culture support the overall efficiency?
  • Where are the bottle-necks in the cooperation of organizational units?
  • How much time is waisted in the organization to harmful, unwanted processes?
  • What are the main drivers of the time lost?
  • What is the best way to improve team effectiveness?
  • Which teams present better than average teamwork?
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Typical questions related to

Levels of Engagement
  • How much is the strategy known by the employees?
  • How much do employees identify with the strategy?
  • How strong is the employee retention power – per units of organization in different generations?
  • What are the most important retention factors according to the employees?
  • What motivates most?
  • How big is the untapped potential in non-financial motivational factors?
  • How much is the unutilized employee potential in the units of the organization?
  • How effective are the financial retention tools compared to benchmark companies?
  • How to create personalized development plans for the management team?

The Power of diagnosis

Would You like to know?

How much untapped potential your organisation has?
Would it be important to measure how your company is affected by the new HR trends of quiet quitting, and well-being phenomena?

Would you like to see - to retain talent - the impact of today's changing work environment on employee engagement and productivity?

Would it be necessary to see the exact figures of the direction of organisation and management development? Specifically, where and how should my company's organisation work if we want to become excellent?