Investing in
Our People

Employee Surveys for a modern changing world. Pulse Surveys. Bringing all the best Mental Health and Business Improvement minds together with short pulse assessments for your convenience and your employee for example charities and professionals to one platform for a one stop shop.
Measure the effect of your wellness activity and investment for your HRD and Board.
Collaboration software that helps companies to thrive.
Perfect for the modern world of remote working.
Diagnose, Evaluate & Improve
Environmental, Social and Corporate Governance (ESG) mean and why is this so important?
ESG stands for Environmental, Social and Governance - three categories that enable businesses to measure the real sustainable and societal impact of their outputs. These target areas need to see genuine, persistent improvement for us to experience real positive change in the workplace and the world around us.

"They said and so we did" 2021

Assessment / survey / questionnaire portal with content for employees and candidates etc....wellbeing, resilience, home working, desk posture, candidate relevance etc. then IQ, EQ ?

Taking the right actions proves you listen and care.



What does that really mean to you, your business and its workforce? Many employers see this as an after thought or some lose undefinable term.

At IIOP and the clients we serve, they view Engagement+ at the centre around which the business is able to operate
The healthier the mind, the healthier the body is likely to be and this has huge knock on benefits including;-

  • Increased well being
  • Increased productivity and in market competitivity
  • Fewer sick absence days
  • Improved employer recognition on survey sites like Glassdoor, Trustpilot (like us) and Vault
  • Improved hiring ratios and reduced attrition rates
  • Be the employer of choice in a world of choice for talent.

A summary of the Insights available to you


Based on real information

"All applicants matter"


With the proliferation of social media the ease to which applicants can highlight inconsistencies or discrepancies with application processes can have an alarmingly detrimental impact on your employer brand and why should they be ignored?

Lack of time or too many applicants will no longer appease the growing applicant numbers whose livelihoods depend on being in employment.

Is there a better way to critically assess ALL applicants in a timely manner and thereby give valuable feedback and insight to benefit those who took the time to consider working for you?

At IIOP we say there is. Our clients are able to ensure ALL applicants matter whilst still selecting the right talent for their business.

Download details here

The IIOP 'B Corp' Business Culture? Let us help you achieve that ethos - What is a 'B Corp'?

Certified B Corporations (B Corps for short) are businesses that meet the highest standards of verified social and environmental performance, public transparency and legal accountability. IIOP complement this journey and help you start in a practical way.

IIOP 'B Corps' are a new kind of business that balances purpose and profit. They are required to consider the impact of their decisions on their workers, customers, suppliers, community, and the environment. This is a community of leaders, driving a global movement of people using businesses as a force for good.

IIOP 'B Corp' are the building blocks of this new process, creating a solid foundation of positive impact and proving that the model of stakeholder governance works for all of your workforce.

IIOP 'B Corp' businesses that meet the highest standards of verified social and environmental performance, public transparency, and legal accountability to balance profit and purpose. IIOP 'B Corps' are accelerating a global culture shift to redefine success in business and build a more inclusive and sustainable economy.

Society's most challenging problems cannot be solved by government and non- profits alone. By harnessing the power of business, IIOP 'B Corps' use profits and growth as a means to a greater end: positive impact for their employees, communities, and the environment. The IIOP 'B Corp' community works toward reduced inequality, a healthier environment, stronger communities, and the creation of more high quality jobs with dignity and purpose.

IIOP 'B Corps' form a community of leaders and drive a global movement of people using business as a force for good. The values and aspirations of the IIOP 'B Corp' community are setting new standards.

The legal responsibility of all businesses should be to protect all stakeholders - workers, customers, suppliers, community and the environment - and not just shareholders.

For decades the world has been waking up to the reality that our economic system, based on profit at all cost, has been exacerbating threats to the health and wellbeing of society and the planet.

In 2021, we saw a dramatic acceleration in the number of aspiring IIOP 'B Corps', as companies embraced long-term thinking and stakeholder governance in order to future-proof their business and navigate their way through tough times.

As 'employer of choice' companies continue to flourish, this has had a step change in the mainstream. We predict the pace of change is only going to increase as the world economy bounces back from COVID-19, with consumer awareness following suit.

Why should you consider it?

A commitment to the environment and society is increasingly on everyone's agenda. Environmental, Social and Governance (ESG) is now a key element in company statements. For some, IIOP 'B Corp' status could be seen as suppressing agility and restricting the ability to focus on profit. But for others it is an opportunity to achieve competitive advantage, as well as benefiting the wider world.

Becoming a IIOP 'B Corp' can have obvious benefits; like a positive impact on your brand and greater recruitment appeal, but there are also some less obvious ones. It can drive performance – happier employees work smarter. It can improve the saleability of an organisation too - Investors are also looking to bring diversity to their portfolios and there may be less due diligence required in a IIOP 'B Corp' sale.

The pace of change is accelerating and we are seeing more and more consumer goods organisations take the IIOP 'B Corp' plunge.

One thing is for certain; the volume of discussion on IIOP/ 'B Corps' increased significantly and investors and management teams will need to think through where they stand on ESG. These factors and an increasing number of acquisitions mean more and more business will look favourably on ESG.

What do I need to do today to step forward in the right direction?

5 areas of impact: Governance, Community, Workers, Environment and Customers. The initial step is to complete an on-line assessment at After completing this assessment FEG and IIOP then assesses and verify that your score meets the standards.

Positive brand growth

Sustainability is now mainstream. Brands are having to fight harder to win. For many, positive sustainability credentials gives your brand a competitive edge and keeps you on top of their mental shopping list.

Greater recruitment appeal

Having IIOP 'B Corp' certification shows your potential new recruits this is fundamental and increases your likelihood of getting that great new hire.

Greater investor appeal

There is a growing "impact" investor community focused on financing profit-led businesses with strong environmental, social and governance (ESG) values.
Private equity houses use ESG specialists to show their backers that their portfolios reflect positive standards and best practice. There is a trend towards ensuring that investments are diverse, inclusive and accountable.
Governance - Mission Engagement, Business Transparency and Ethics.
Workers - Financial Security, Engagement, Worker Satisfaction.
Community - Diversity, Inclusion, Economic Impact, Supply Chain Management.
Environment - Environmental Management, Land, Water, Air and Climate.
Customers - Customer Stewardship.

Signal to current and future investors that your company is already beginning to measure and manage its social and environmental performance with the best tools available.
Demonstrate strong governance by adopting the legal framework early to protect mission and brand equity from the beginning.
Focus on building a great business! Remember, the first rule of mission-driven business is "no margin, no mission."
FEG ( & IIOP in partnership

  • By adopting a critical approach to ALL applicants matter, you will be able to hire based on need and/or potential.
  • All applicants will have a better and clearer understanding of their strengths and weaknesses.
  • They will remember you and thank you for it.
  • And who knows, in a dynamic candidate market place, someone who may not be right today, may be the perfect choice tomorrow.

The system does the work for you in calculating the results so you can focus on making fully informed decisions with no applicant feeling left behind.

Improved Candidate feedback

  • Candidate goodwill retained against future relevant vacancies.
  • Employer branding is protected.

Listen and measure more - those holding the success in their hands

In every staff survey we see communicating, listening, consulting and fun are cited as #1 to staff

Your current people, new people and people of tomorrow are your most important asset. Listen well.

If your HR teams are "closer" to the business teams they can make them happier and more effective?

If HR can measure what matters, they can direct the leaders in the business to inspire success for all.

It is so much more than the occasional "how happy are you now"?

We are all students in one form, the learning into behaviour is where the real magic happens.

Building the road to success

A business is more likely to achieve its objectives if it can:
  • Attract the best resources it needs
  • Retain and motivate the resources it already has
  • Keep its people focused on achieving the most important things
An organisation's HR function can prove its value to the Senior Management Team (SMT) by:
  • Providing fellow SMT members with the right insight and resources focused on the right things
  • Can combine facts (using technology) with opinions (using professional judgement) to create knowledge
  • Implementing new actions and show an improvement trend
Over time, people can lose focus on what's important
  • Changed priorities can allow objectives to drift over time: How do you keep focus on the priorities?
  • Work can become routine and lose its fun: How can you keep people interested?
  • Skill & capability investments may no longer be relevant: How can you keep training courses current?
  • Poor comms can leave people feeling unappreciated & not heard. How can comms be made effective?

What is our solution?
Combine all HR tools into one place

  • Intranet designed for your business needs, delivering one HR place for everything that matters
  • Overseen by HRD (or their delegate) to influence and align with SMT objectives
  • Edit and develop the content, individual objectives, collectively showing the big picture, the combined brain power.
  • For example widespread opinions, competency based interviews, culture cultivating, values/mission reinforcement, training retention, compliance checking, fun place to work.
  • Advanced reporting, showing facts, perspectives and agreed actions to improve
  • Measure what matters at your chosen pace - We help you define what matters. For example:
    • Attracting new people
    • Retaining & motivating existing people
    • Maintaining a talent pool
    • Making the most of our investment in training courses

How can HR can lead or support business improvement?

Speak well for the collective teams to the senior management team (SMT)

By motivating and retaining existing resources
  • Focused on culture, values, mission, environment
  • Motivated to deliver in a "Good place to work"
  • Work well as a team and with all colleagues closer
By attracting new talent you need today
  • Understanding what resources and skills are needed to enhance the culture
  • Attracting and hiring the people you need with a wider reach
  • Ensuring that compliance is tight
By engaging talented people you may need in future
  • Who have we previously met who could soon help us?

What does success look like?

Engaged with the SMT
  • Understand the business direction, pace, innovation
  • Understand the current & future needs of each discipline
  • Can clearly articulate how people skills can help
  • Have a clear value-add which colleagues understand
Empathetic to all staff members
  • Communicate well with existing people
  • Live and exemplify the company vision & values
  • HRM speaks to the SMT for the collective
Enthusiastic about the business
  • Make candidates want to work with us
  • Inspire managers to learn from the best
Enthusiastic / fun around the situation and Journey

Key 1

A secure functional portal

Using both qualitative and quantitative measures, people can be:
  • Put at the centre of the business and allowed to flourish
  • A competitive advantage relative to others
Modular construction
  • Assembles all value tools in one place
  • Add new tools as needed, a foundation to build on
  • Personal account: Accessed by individual
  • Department account: Accessed by line manager, director & HRD
  • Company overview: SMT access only

What are your alternatives?

  • More big 'speeches' from Leaders, Managers & Trainers... (broken record, forgotten quickly, only partly understood)
  • Zooming with only one or two speaking mostly? (fatigue)
    • Most employees stay quiet with views or questions so not to embarrass themselves (not engaged, not confident to be truly honest)
    • Information overload can be felt often and quickly
    • Distractions are all around
    • Relevance to individual behaviour is sometimes hard to find
  • Better to "show and tell" once then measure overall absorbance, retention and application of strategy, values, tactics and priorities
  • Habits remain hard to change and measure - Measure the views on the change pace
  • Debates only usually give room for the extraverts to be heard, introverts matter but need a "safer" space
  • No measure of translation of strategy and values to behaviour
  • Most people know the answer or have an opinion one way or another on a precise single thing rather than a big subject ? Break it down for them and let the computer add it all up

Key EQ

Feelings, Behaviour, Motivation

  • Values and Visions on repeat
  • Ideas from all motivate employees
  • Ensuring existing people want to do the things you need
  • Ensuring new people want to do the things you now need

So, how to go live?

Deploy your 'plug and play' modules

Say hello
Speak to our portal experts
Tell us which parts you need help with - bespoke for you
Setup & Training
Start deploying & developing more content with your teams

Welcome to the growing

IIOP evolution

HR professionals that can add more value

Who we are

Team of 20 Associates - HR / Phycologists / Recruitment Experts - For Example

The power of the data to inform

Future business decisions

Example: Delivery and Development Portal

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Check Outstanding
Records & Benchmarking

"You" versus "the market" comes later
as an additional ongoing benefit

The overall data in the most secure and anonymous way will be consolidated and made available to you in a meaningful way.