Our Approach to Organisational Research

We take an inductive approach to your research project, where we do not set out to prove or disprove a particular hypothesis. Each interviewee is treated as an individual and our methodology is built on the Person Centred Approach.

This approach enables the interviewee to talk about what they really think. We do not have a set of questions to ask, but we guide and steer the interview to focus on the area to be researched.

Our offering is not about psychoanalysis or coaching, nor is it about topical Big Data or Analytics processes. It is principally about talking. There is considerable therapy in the process of talking. Our objective is to enhance your organization, making it an even better place to work, and we achieve this via listening to your people.

The interviews are confidential and all comments are anonymised, so the interviewee can speak freely. In this way we uncover the issues that are important to individuals rather than a priortisation of drop-down menu items.



Project Methodology


  • Agree research area
  • Agree sample
  • Prepare supporting questionnaire
  • Invitation to sample
  • Confidentiality contract


  • Face to face
  • Inductive but guided
  • Confidential
  • Explain process
  • Recorded and transcribed
  • Supporting questionnaire


  • Interviews analysed
  • Questionnaire analysed
  • Themes analysis
  • Analysis sense checked
  • Themes conceptualised and distilled.


  • Presentation(s) to stakeholders
  • Town Hall Meeting
  • Recommendations
  • Areas for further research
  • Duty of Care follow-up

A combination of qualitative and quantitative research aimed at uncovering the key issues as seen by your employees.

Open interviews

  • There is no fixed agenda.
  • Where the employee is free to express themselves without fear of reprisal.
  • The interviews are conducted by fully qualified coaches/counsellors.
  • The interview lasts for approximately 1-1.5 hours.
  • Follow-up sessions by telephone may be required.
  • The minimum number of interviewees is 10.  This ensures that we are able to distil the key themes thus aiding the next steps.


  • Provides the quantitative dimension to the study.
  • Can be tailored to suit the individual client’s requirements i.e. only focus on a particular issue such as work life quality.


There are proven benefits for both the organisation and the individual interviewees in conducting this type of research. The insight gained from the the research will reveal a much deeper understanding of how people feel and experience work. It is also an opportunity to understand how people feel about the intersection of work and non-work lives and how the two domains are inextricably linked, like tectonic plates, and where pressure from one has significant impact on the other. A significant amount of employee engagement research neglects the importance of one domain’s relationship with the other, and skims the surface of how people really experience work and home. We have found that the results from our research provide a different language within the organisation, opening up a new discourse and a catalyst for change.

The benefits for the participants are also significant, providing them with a confidential outlet to express themselves in a professional, contained forum. Employees report that they feel valued, having been listened to and that the process has been therapeutic in helping them to interpret and make sense of their world and, in some cases, a reframing of their situation and improved self-efficacy. EM Forster famously said “How do I know what I think until I see what I say?” The same principle can apply in our interview process.