From a gut feeling to the certainty of being on the right track
In a rapidly changing world, organizations face the challenge of remaining people-centered and agile. But organizations struggle with the question of how to translate “human flourishing” into concrete actions in the way they work. The solution is often sought in HR initiatives, but without a clear direction, these remain isolated interventions with limited impact. What is often missing is a a clear vision of what it means to be an employer. From us HX Transformation Framework we view organizational change as a cohesive whole. With the HX Vision & Roadmap We are laying the foundation for a targeted transformation toward people-centered organization.
HX Vision & Roadmap: The starting point for targeted change toward a people-centered organizational structure.
The HX Framework Explained
The HX Framework was developed by Rvdb based on years of practical experience in organizations, combined with scientific insights into what enables people to thrive. The foundation lies in self-determination theory: people thrive when they feel competent, autonomous, connected, and that their lives have meaning. Based on these four basic needs, we have developed five HX building blocks that together encompass the entire Human Experience.
The HX Framework helps organizations identify areas for improvement and focus their efforts on the issues that matter most. After all, enthusiastic and engaged employees don’t just happen—they’re the result of good employment practices.
A Balance Between Humanity and Professionalism
Do you want to focus on performance? Start by looking at how the organization is structured.
The organization’s structure (5 HX building blocks)) determines how people experience their work. And that experience determines whether they want to stay, contribute, and perform. When the building blocks are aligned with the basic needs When employees are engaged, enthusiasm follows. And that enthusiasm is immediately reflected in performance, productivity, and well-being.
When is the HX Vision & Roadmap relevant?
- The organization is growing or changing, but its way of working isn't keeping pace
- There are several HR initiatives underway without a clear connection between them
- The management team is not in agreement regarding employer responsibilities
- Strategy Is Not Being Effectively Implemented in Practice
- A lot of energy goes into HR, but without any visible results
- People are the focus, but the organization is not sufficiently structured to support that
How does it work?
Step 1: Analysis
Through desk research and the HX Scan, we measure how employees perceive the organization and how the organization is performing.
We measure five building blocks and four universal basic needs.
Step 2: Define the Vision
In an interactive session, we’ll develop a shared vision of what it means to be an employer.
Step 3: Setting Priorities
We combine the insights from the vision and the analysis to develop a strategic roadmap.
The HX Scan: the tool that makes it possible to measure how HX is embedded in the organization
The HX Scan is a short questionnaire among employees that provides insight into how the organization is perceived. Unlike a traditional MTO—
—which primarily looks back at past perceptions, the HX Scan is a steering instrument that guides change. By linking insights from organizational psychology,
, and motivation and behavioral science to the organization’s structure, we develop a well-founded understanding of what works and what is needed to make
more people-centered. The findings are translated into concrete areas for improvement.
What kinds of questions does the HX Scan ask?
The HX Scan consists of 43 questions. 21 Statements focus on how the organization is perceived from the perspective of five key building blocks, such as clarity of direction, quality of leadership, teamwork, and opportunities for growth. In addition, we use 16 questions to measure the factors that, according to self-determination theory, are decisive for human flourishing: autonomy, connection, competence, and purpose. We also assess the extent to which employees feel engaged and would recommend the organization as an employer. Most questions are answered on a 5-point scale, making the results measurable, comparable, and suitable for benchmarking. All data is anonymous processed anonymously, so that employees feel free to provide honest feedback and a reliable picture emerges.
Why Organizations Choose HX Vision & Roadmap
The strength lies in the combination of data, analysis, and insightful dialogue. It is precisely this outside perspective that reveals underlying patterns that are often difficult to identify from within.
What are the benefits?
- A Clear Vision of Employment Practices
- Clarity on what's going on
-
A concrete roadmap with priorities and next steps
- -> Insight -> Direction -> Action
What is the investment?
- Investment: €7,500
- Time commitment for MT: 2 sessions of approximately 2–3 hours each
- Time required by employees: approx. 10–15 min
- -> Minimal effort, maximum impact