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Improving Well Being
Well-Being is the key source of higher levels of performance and competitiveness for organisations
What do employees want?
If employers want to tap the reservoir of discretionary effort and energy that employees hold, they have to start with this question.
Improving Well-being in your Organisation
Organisations where a state of positive well-being is the norm have happy, healthy, high performing staff. Well-being is achieved when pressure is positive, because this way the workforce is energised and engaged, rather than stressed.
Robertson Cooper's Well-Being Approach
Robertson Cooper has a tried and tested approach for raising the level of well-being in client organisations.
If we use ASSET what does the process involve?
The process we recommend depends on your starting point, but most clients begin with an organisational or group level ASSET survey.
Well-Being Interventions
Robertson Cooper has developed products that enable our clients to get to the heart of the matter quickly and cost effectively.
Post-ASSET Leadership Development
The results of our ASSET surveys often highlight leadership style as a barrier to well-being and sustainable high performance in client organisations.
Learning and development around Pressure Management
Robertson Cooper offers an integrated training and e-learning package to develop personal resilience and pressure management skills in your staff.
Leadership-Development
Developing leaders to maximise levels of engagement and well-being
Our approach helps leaders to "keep pressure positive"
Executive Coaching
We specialise in coaching senior leaders in both the private and public sectors.
Introducing Talent Management
Talent Management, including the challenge of attracting and retaining the best staff, was "The top HR issue of 2006" (CIPD Learning & Development Survey, 2006).
Our Approach to Talent Management
The Robertson Cooper approach to Talent Management is rooted in our track record in the field of engagement and well-being.
Attract Talent
When an organisation has a reputation as a great place to work, it is more likely to attract the best candidates from the talent pool of potential employees.
Identify Talent
At the recruitment stage, it is critical that an organisation understands the personal characteristics and attributes that candidates need to possess in order to be successful in the organisation.
Develop Talent
All organisations have a pool of talent to nurture and develop.
Engage and Retain Talent
In a buoyant job market where skilled workers can move around almost at will, one of the big challenges for employers is to engage their employees on a day-to-day basis in a way that results in feelings of attachment and commitment.
Introduction to stress and resilience
All UK employers have a duty to assess the risk of workplace stress to their employees.
Auditing and measuring stress
One specific application of ASSET is as part of the stress risk assessment process.
ASSET Organisational Audits - Improving the well-being of your organisation
ASSET is a survey-based assessment of well-being that allows an organisation to establish its current position and determine the solutions required to improve.
ASSET Strategic Solutions Workshop
One of the goals of the ASSET Solutions Programme is to put well-being on the strategic agenda for the organisation.
HSE Solution Group Discussions
Solution workshops are a critical element of the ASSET Programme.
HSE Management Standards Action Plans
We work with our ASSET clients to ensure they develop action plans linked to the HSE Management Standards.
The ASSET Work Well Questionnaire - Helping individuals improve their well-being
ASSET can be used as an individual assessment and development tool.
Are you part of the Business Well-Being Network yet?
The way that HR and Well-Being professionals stay in touch with each other and the latest developments in the field is changing.
Products
Asset
ASSET is a market-leading on-line survey tool.
What does ASSET actually measure?
ASSET is a validated online questionnaire that enables you to measure the aspects of the workplace that determine how your workforce performs.
What is the model behind ASSET?
The model behind ASSET was originally derived from academic research and has been developed based on our practical experience of implementing it in client organisations.
If we use ASSET what does the process involve?
The process we recommend depends on your starting point, but most clients begin with an organisational or group level ASSET survey to find out which aspects of the workplace situation are blocking and enabling performance from an employee perspective.
What kinds of organisations use ASSET?
A wide range of organisations use ASSET to impact the bottom-line by instilling a sense of well-being, motivation and engagement in their workforce.
Evidence for link between Psychological Well-being and Productivity
There is a large amount of evidence from the academic research to support the idea that if organisations nurture psychological well-being (PWB) in their workforce it will bring tangible bottom-line benefits.
What is the link to Leadership?
Research from the field of Positive Psychology has shown that the development of psychological well-being is dependent on having an overall “sense of purpose” that gives direction and meaning to people's actions.
ASSET Demonstration
These pages represent a demonstration version of the Organisational version of ASSET.
Leadership Impact
Benefits of the Leadership Impact Approach
How does Leadership Impact work?
Leaders complete an online questionnaire and receive their Leadership Impact report electronically.
What does the Leadership Impact report deliver to leaders?
The Leadership Impact report is designed to be a practical and concise summary of the leader's natural style.
How do clients use the Leadership Impact approach?
The Leadership Impact approach has been designed to complement and fit with your existing organisational processes.
Vector
What is the output from the Vector process?
Under Pressure
What will I learn?
Key features
Under Pressure contains a wealth of unique features that will bring the learning to life.
Teamable
What are the key features and benefits?
What are the outputs from Teamable?
Once the individual or the whole team has completed the questionnaire, team members receive comprehensive reports that provide insight into their preferred role and their role flexibility, enabling an analysis of strengths and development needs to enhance performance.
The Teamable Suite
To build on the Teamable assessment we offer a suite of development exercises and materials that can be used for individual and team development to maximise peoples' contribution to their team and to help build team morale and overall effectiveness.
Teamable Free Trial
Perspectives
The Benefits
Perspectives offers many benefits to clients.
Perspectives adds value for reviewees and reviewers
Intranet versus Internet versions of Perspectives
There are two versions of Perspectives designed to meet different client requirements.
Our Focus
Boosting productivity
Research shows that there is clear link between well-being and productivity, and this makes sense – when people feel good they work harder and give more of themselves to their jobs.
Improving employee engagement
Employee engagement is increasingly being recognised as a driver of business performance.
Selecting resilient high performers
All organisations are looking for high performers, but what really counts is whether these people can sustain their levels of performance – when times are tough, when there are competing priorities or when relationships are fraught.
Changing leader behaviour
Changing leader behaviour is one of the biggest challenges in the areas of Human Resources and Organisational Development.
Retaining your best talent
Increasingly, businesses are looking to their Human Resource (HR) professionals to ensure the retention of their most talented staff and this can be one of the more challenging aspects of the HR role.
Increasing customer satisfaction
Customer satisfaction is a key outcome for most, if not all, businesses – if customers are happy with the product and/or service they receive they are more likely to remain loyal.
Cutting sickness absence
The HSE estimates that a total of 12.8 million working days were lost to stress, depression and anxiety in 2004/5 and that sickness absence costs the UK economy over £12 billion every year.
Implementing a well-being policy
When organisations start to engage with the issues of health and well-being at work, one of the first challenges they face is putting together a comprehensive well-being or work-related stress policy.
Implementing a well-being policy
When organisations start to engage with the issues of health and well-being at work, one of the first challenges they face is putting together a comprehensive well-being or work-related stress policy.
Managing employee benefits
The traditional view of the Employee Benefits function includes reward in terms of pay and benefits such as health insurance, employer pension contributions, company cars and even gym memberships.
Developing resilience through leaders
Pressure at work these days is a given, but not all pressure is bad.
News and Events
Resources
Public Servant Management Clinic
Press Releases
This page gives you access to recent press releases issued by Robertson Cooper either about major projects we have won/delivered, products we are launching or research we have conducted.
Articles
A selection of relevant published articles many of which feature Robertson Cooper consultants.
Using Robertson Coopers' tools for academic purposes
Robertson Cooper offers some of its tools for students to use as part of their academic research.
Case Studies
At Robertson Cooper we publish case studies in order to share our experiences of working on a range of projects.
Newsletters
Our latest news from Robertson Cooper, including new products, partnerships, research and events, plus exclusive product offers.
Useful Links
About Robertson Cooper
Robertson Cooper was 'spun-out' of UMIST (now The University of Manchester) in 1999 based on the expertise and profiles of Professors Cary Cooper and Ivan Robertson.
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