The foundation of every great workplace is the level of trust between employees and management. So we start by measuring the level of trust in your workplace. We do this in two ways:
• We survey your employees.
We ask your employees to tell us their experiences in the workplace.
• We assess your company culture.
We ask management to tell us about the type of culture that you are trying to create, and about the practices and programmes that you offer to employees.
We also know that great workplaces consistently deliver better business performance than their peers. So, having measured the levels of trust within an organisation, we then help management to set realistic improvement targets and identify the actions that they can take to improve trust, which will in turn improve business performance.
• We support your improvement activities
Our senior team provide tailored support services including action-planning workshops and one-on-one advisory sessions. We bring our clients together for best practice exchange and networking events, and we regularly publish white papers and newsletters on a range of trust and business-performance issues.
• We measure your Return on Investment
We cross-analyse your Key Performance Indicators (KPIs) with your trust data to help you to explore the way that higher-trust impacts on the performance of your business.
We identify the Best Workplaces and use the outstanding example that these organisations provide to illustrate what great workplaces do differently, and to inspire others to do likewise. evaluate and benchmark companies
• We celebrate the Best Workplaces
Based on the results of the trust assessments that we have conducted during the year, we nominate the top-ranked organisations for inclusion on the list of the Best Workplaces in Ireland, which we publish in partnership with the Irish Independent. We host a major Celebration & Awards Dinner at which we present awards to the Best Workplaces in various size categories and in selected sectors. To highlight the critical importance of strong and committed leadership, in 2010 we introduced a new award for ‘Ireland’s Most Trusted Leader’.

Business performance management (BPM) is a set of management and analytic processes that enable the performance of an organisation to be managed with a view to achieving one or more pre-selected goals. Synonyms for "business performance management" include "corporate performance management" and "enterprise performance management".[1][2] If we regard BPM and Corporate performance management (CPM) as near synonyms: BPM would serve as the more generalised term.[citation needed]

Use of the acronym "BPM" can cause confusion with "business process management". Use of terms such as "corporate performance management" or "enterprise performance management" can avoid that confusion.

BPM has three main activities:

1. the selection of goals
2. the consolidation of measurement information relevant to an organisation’s progress against these goals,
3. the interventions made by managers in light of this information with a view to improving future performance against these goals

Improving Performance
In order to improve company performance it is necessary to explore certain factors and roles within an organisation. Inviting open conversation about leadership and efficiency will provide useful information and encourage the growth of ideas and individuals. To better understand how to make improvements it is important to identify what a company values about leadership.

The company’s leadership philosophy will also outline the key requirements of effective leadership, as well as an understanding of what can be done to strengthen this. The impact of a company’s leaders should also be examined, as this may present further opportunity to improve company performance. Raising the bar, as these commitments are acknowledged, will also identify leadership potential.

1.FOCUS from working on things that really matter: workREDESIGN® helps employees direct their attention to the activities that are critical to success, and reduce the time spent on tasks that don't contribute to improved company performance.

2.CLARITY from having a plan: Employees learn to develop and implement a plan of action that provides a clear sense of direction, a well thought-out set of priorities, and a step-by-step roadmap for moving forward.

3.RELIEF from overwhelming change: Employees look closely at the transitions that are occurring at work, determine which areas of change deserve immediate attention, and develop strategies for mastering those changes.

4. STRENGTH from building personal resilience: Stress may be a part of every workplace, but it can be managed. workREDESIGN® helps employees learn how to build personal resilience, and develop a plan to engage in the activities that help them deal with and manage stress.

5.CONFIDENCE from utilizing individual strengths: Employees look at their core strengths, both emotional and technical, in new ways. This helps them identify strategies for leveraging their real talents and skills, and compensate for the areas which may not be their natural strengths.