Collective Navigator™: Employee Experience

Stimulating Organisational Development

Organisational development is a continual dynamic of conversations and collective actions. Stimulating and informing those conversations is the core purpose of Collective Navigator™.

The Collective Navigator™ platform is based on a breakthrough narratives-based feedback method called 'sensemaking'. With its origins in complexity and systems thinking, the method is based on a very distinct set of principles and theoretical frameworks which are described in further detail here.

Thanks to the immediate benefits for the participant from the self-reflective process stimulated by trade-off questions (rather than Likert 1 - 10 scoring scales), the platform increases self-awareness both at the individual and the collective level.

This increased self-awareness creates a powerful and systemic means for collectively navigating dynamic and complex organisational challenges. 

Employee Experience

Key Features

An Engaging Employee Experience 

Employees often suffer from survey fatigue in main part due a frustration that survey questions with predefined responses do not feel sufficient to communicate the unique context of their experiences. The motivation to respond to such surveys often disappears.

The sensemaking approach, founded in complexity science, allows employees to express their experiences in their own words in response to open-ended questions, which allow them to address the issue they feel are important.

Thanks to the follow-up questions, an opportunity for reflection is created, providing an engaging and meaningful experience.


This increases both the potential for insights and reduces the biases inherent in typical survey questions.

A New Generation of Metrics - Thick Data

The sensemaking approach tackles the fundamental challenges that organisations face when working with human experiential data, by integrating qualitative and quantitative data in new powerful ways.

Measuring human experience in quantitative ways presents immediate issues of objectivity and contrasting potential interpretations of any metric, index or score.

"Thick" data refers to new possibilities thanks to sensemaking in providing participants with the means to provide narratives AND to quantitatively interpret their own narratives on the input side.


As a result, the employee narratives can be plotted on the results dashboard to provide a macro view of the patterns (quantitative data), without loosing access to the context of the original narrative (qualitative data). 

Meaningful, Actionable Insights

The sensemaking, narratives-based approach is designed from the perspective of how collective change and development really happens: organisations are social networks, and employees understand their context and act through both their own and the collective narratives.

The narratives provide the direct and practical insights as to which experiences need to be amplified, and those that need to be dampened (for systemic "nudge").

The direction of change is more important than the absolute measure on any scale or even the absolute count of positive vs. negative stories.

© 2019 by Human-Equity Ltd

71-75 Shelton Street, Covent Garden, 

London, WC2H 9JQ, UK

Company Reg. No.: 10967627