Convinced well-being is important for team performance and engagement? Let Quan guide you!

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Some quick answers.

What size organization is Quan built for?

From 5 to 5000. Quan was built for teams, and has no limit on the number of teams within an organization.

What is required for implementation (what does Quan do and what do we need to do)?

We onboard managers (and HR if they are rolling out the tool to their teams) - giving them an overview of the steps to expect in Cycle 1 and the time involved. 
Then we take care of the rest from there. <
Once you have communicated internally that you are making well-being a priority in your team or company. You’ll use Quan four times a year to guide the process. Now you’re ready to go live!

Want even more detail? Read more.

Can I get access to the platform before I do an assessment?

First-hand is the best way to experience Quan. To understand the level of data, insights & recommendations your team members will see, we encourage everyone who is using Quan to complete a well-being assessment first.

Who has access to well-being data in Quan?

Individuals have access to their personal results. No one else can see this data. Not even Quan.
Team members and Team Leads have access to their team’s results only.
HR and Senior Leaders have access to all team results, organizational results and the well-being path. 
For project leads, we can give you access to complete a well-being assessment before the rest of the team, if that’s helpful to get familiar and communicate internally.

How much time does it require to use Quan?

In each quarter (one “Cycle”):

Individuals: 10-15 mins for assessment completion
Team Leads: 30 mins for Workshop ‘How to hold a Team Well-Being Retro’
Teams: 1.5-2 hrs for Team Well-Being Retro

What is the involvement of the decision maker (i.e HR or Executive) in implementation?

The role of the decision maker is to set up all team leads for success by communicating why they are implementing Quan and how this data will be used as a strategic input at the organization level. Quan is able to support with best practice templates. 
 By enabling team leads to implement Quan and choose actions themselves with their teams, the onus is not on decision makers.

How much does it cost?

Pricing is simple - you buy an annual subscription of €80 per employee.

How are team leads supported?

Team Leads are supported from the moment of onboarding with Quan - a dedicated Customer Success team member will walk them through the steps and timeline and make clear what is expected of managers and team members using Quan.
We invite managers to join a private Slack channel for their organization and both managers and users are invited to our Community Slack channels where they can learn from and share with others beyond their organizations.

Is there training available for team leads?

In addition to our Community support channels, we invite Team Leads to a 30-min workshop: ‘How to Hold a Team Well-being Retro’. The session guides them through:

How to read and understand team well-being data.

The steps to have an open discussion.

How to create, together with their team, new rituals to improve their ways of working.

What if teams are changing - we are hiring and adding more people all the time, do we need to wait for teams to be more stable ?

Well-being is a journey, and with Quan there are four ‘cycles’ in that journey every year (each cycle consists of a Well-being Assessment, Team Well-being Retro and Well-being Path). You can add (or remove) team members at any point during the year, so we recommend starting with the team members you have now and adding in new joiners as you grow.

How should we form teams if we are a matrix organization or have teams smaller than 5?

It’s best to set up your teams on Quan as they exist in your day-to-day reality. We can assign individuals to more than one team (for agile teams, for example) and more than one Team Lead to a team if multiple reporting lines exist. 
Quan enables teams to come together to see & understand the well-being strengths and risks that are affecting them as a collective group. Together they create team rituals and improved ways of working - so it’s important the ‘team’ represents the actual working situation. 
Where smaller teams are working closely together in a group, it makes sense to combine them into one team to meet the minimum 5 person requirement (this is to maintain anonymity in the team results).

Does Quan work on mobile phones?

We recommend completing the Well-Being Assessment on desktop - during a quiet 10-15 minute period where the individual can focus on how they’ve been feeling during the past 2 weeks.
In other words, to get the best personalized insights, it’s not something we recommend you do on the fly, while in transit on your phone, or while multi-tasking. Take these 10 minutes for yourself!

What about my privacy?

We will never share your individual data. Everyone in the team will see aggregated team data, and HR will see organizational data, but no one besides you can see your individual results.

How is Quan different from an engagement survey?

Engagement does not show the risk of burn-out. Engaged people are the first to burnout, Quan provides a holistic overview on every wellb-eing metric.

How do you help making a lasting effect?

By building a structure of 4 cycles a year and showing trends in your the data.

How can Quan help me convince my boss to implement a well-being tool?

If you have some team-building budget, you can start with a pilot just for your team. With a first quarterly cycle under your belt, what can be seen as a “fluffy” topic will now be real measurable well-being data and your team’s own feedback. Now you can communicate the change and benefits in numbers.

We also organize events to help bridge the communication gap on why well-being is important. Let us know who needs an extra nudge at your company, and we’d be happy to invite them to one of our sustainable leadership dinners or roundtable sessions.

Can we plug in Quan to our already existing performance management system?

How can I get teams to be able to talk about other dimensions of themselves that aren't necessarily performance oriented?

How do we track the effectiveness of actions implemented after results are analysed?

How does Quan help a diverse team working remotely across the world?

What efforts are required from HR to ensure the application of Quan recommendations?

How do I convince team members to fill in the assessment if they are concerned about privacy?