PRODUCTS & SERVICES

What we offer

We, at Playmakers Global & Associates, have a range of products from diagnostics, short courses with micro credentialling potential and toolkits to enable organisations and the people within to be the best they can be, all geared towards enablement and empowerment. We also develop customised frameworks and tools as necessary for our client organisations across various functions. Our services include, but are not limited to, strategic advisory and strategy development services, business process re-engineering, all-of-business and functional strategy implementation support and leadership and workforce capability development at all levels. We are practical and results focussed, ensuring that our clients get true ROI from implementing strategies derived through strong data-driven, evidence-based methodologies.

Our flagship product - the PEOPLE MATCH Discovery Tool helps you identify exactly what works and what needs improvement in your business, to help drive growth in productivity against the background of building the right culture within your business. The tool can be deployed simply as no integration is required. No plugging, just play! Within 1 month we can understand your focus areas, deploy the diagnostic, and have a toolkit of solutions ready for you.

We look forward to supporting you, your teams and organisation to grow and attain new levels of success.

What is PEOPLE MATCH

Welcome to PEOPLE MATCH, your ground-breaking evidence-based business tool to help assess the health of your organisation.

PEOPLE MATCH identifies, in a simple and user-friendly way, exactly what your people and organisation want and need, and matches it with solutions that drive productivity, culture and engagement.

PEOPLE MATCH maps, measures, and evaluates alignment between an organisation and its people, across 11 key productivity factors. Once the tool has identified areas of misalignment, the organisation can access solutions to move its business into alignment and improve the way things work. This tool will also support organisations to gain evidence of what they do well, so that they can keep building on their strengths. This can enable organisations to align culture and strategy with their people, improve productivity, and ensure a robust business operating model that focuses on the right HR investment.

No plug needed, just play!

11 Key Productivity Factors

and their culture driving sub-factors

Processes
How well the processes (high-level steps), procedures (how things are done) and policies (why things are done) work in this organisation, to achieve productivity and enable the right culture through the way we work.
SUB-FACTORS
Processes
The high-level steps needed to complete a task.
Procedures
How things are done. Instructions on how to complete the steps in the process.
Policies
Why it needs to be done that way. What are the rules? What to do and What not to do.

Expertise
How suitable the organisation’s expertise is to ensure people can get the job done.
SUB-FACTORS
Competencies
Knowledge, skills, abilities, attributes and behaviours.
On the Job Learning
Development that occurs incidentally when someone is doing or observing a job.
Formal Learning
Development which occurs at a planned time, in a planned way, to learn something specific.

Objectives
The drivers, goal posts and measures an organisation has to achieve its purpose.
SUB-FACTORS
Strategy
The high-level direction a business has which will drive overall success.
Goals
The objectives or goal posts that individuals and teams have to achieve, to in turn help the business achieve its strategy.
Plans
The way in which the business and everyone in the business will achieve their goals.

Performance
How well the organisation is doing against its objectives, including how good and poor performance is managed, and how well teams collaborate.
SUB-FACTORS
KPIs
The measures in place to determine whether a goal has been met.
Performance Management
The way in which the business handles performance, whether it be high performance or low performance. Collaboration
How people work together and communicate across a business

Market
Does the organisation have the right offering (products, services), is the right growth occurring, and how does the business fare compared with its competition.
SUB-FACTORS
Offering
Whether people feel the business has the right products or services to the market or industry they operate in. Growth
Whether people feel the business has the right focus on growing its share of the market or industry.
Best in Class
Whether people feel the business is the best within the market, better than all others in the market.

Customer
Does the business do right by its customers through giving them a great experience, focusing on their satisfaction and growth?
SUB-FACTORS
Experience
How customers experience their time with the business and how they are treated.
Satisfaction
Whether customers get what they want from the business.
Growth
Whether the business is growing its customer base in line with its strategy

Leadership
How effective, capable and aligned the leaders in the business are.
SUB-FACTORS
Effectiveness
How well leaders make decisions, get the job done, motivate, inspire, exhibit drive and transparency.
Capability
Whether leaders have the right knowledge, skills, abilities, attributes and behaviours necessary to be effective.
Alignment
How well leaders communicate, collaborate, or perform together

Attract
How attractive is the business to other people, such as talent, customers or partnerships, and can they keep them? SUB-FACTORS
Talent
Whether the people in the business are in the right roles at the right time. Customers
Whether the business can get, and keep customers when they need them. Partnerships
Whether the business works with the right companies/partners/suppliers at the right time.

Heart
Does the business stand by its values, drive the right behaviours to enable its culture, and does it care about its community?
SUB-FACTORS
Values
Whether people feel their internal beliefs, ethics and principles match those of the business and their peers. Culture
Whether people feel their expectations around behaviours, norms, and practices match those of the business and their peers based on how people act.
Community
Whether the business gives back to those they impact directly or indirectly, and how they provide holistic support

Engagement
Can people say honestly how they feel, are they motivated to stay, and do they feel they can strive in the business?
SUB-FACTORS
Say
Whether people feel they can be honest and have the time and space to speak their truth, without fear.
Stay
Whether people feel they can, or would like to, remain at the organisation.
Strive
Whether people feel they can be, and are supported to be, their true selves, and will work hard to achieve their goals both inside and outside of work.

Technology
Is the technology in the business clear, does it enable people to do their job, and does it integrate well into other systems?
SUB-FACTORS
Clarity
How clear the technology (computers, phones, laptops, tablets, systems, equipment) are within the business. Enabling
How effective the technology (computers, phones, laptops, tablets, systems, equipment) is at helping people do their jobs. Integration
How well the technology systems (computers, phones, laptops, tablets, systems, equipment) work with other technology systems or processes that help people do their jobs.

How we can help

STEP 1 - DISCOVERY & PREP

Before jumping into ideas and solutions, we will sit down with the right people to truly understand what the organisation's strategic objectives are, what's worked and what hasn't worked, and where the business wants to see the most change. We will get our hands on as much data as possible, and use our PEOPLE MATCH Discovery Tool to showcase where any mis-alignment might exist.

Outcomes: 3 clear focus areas to improve productivity and culture. The diagnostic can be released within 5 business days. All we need are email addresses to send the diagnostic link to.

Our Team

STEP 2 - PEOPLE

This is where we connect with your people to gauge the alignment of expectations and experiences, using our PEOPLE MATCH diagnostic. This comprehensive, smart listening tool identifies what an individual thinks works, or doesn’t work in a business, and empowers them to be a part of positive change.

Outcomes: PEOPLEMATCH diagnosis on what specific factors within a business need focus on, to align productivity and culture. We recommend the tool is open for 2 weeks for people to complete.

STEP 3 - MATCH

This is where the fun begins! Now knowing the key factors which need attention to improve productivity and culture, we can match simple and effective solutions to directly target the things your people have said need improvement, or are needed to drive strategic objectives.

Outcomes: Solutions (either self-service or assisted) to drive an improvement in productivity and culture. We can have results and solutions to you in 7 - 14 days.

STEP 4 - CHECK

In many ways, this is the most important step. We will provide, as agreed, productivity and culture checks along the way to ensure the solutions you have invested in, are driving the right changes. This will be done throughout implementation and post implementation, showcasing clear Return On Investment.

Outcomes: Data which shows the impact solutions are having on focus areas, and recommended changes (if any). We recommend the check-ins are completed over a 12 month period each quarter.

FREQUENTLY ASKED QUESTIONS

Why use PEOPLE MATCH

Businesses can experience challenges with productivity and culture. As a result, they look to best practice HR to implement solutions. However, often these solutions or changes are not always implemented effectively, do not see a sustainable improvement, and are costly.

We believe the source of the problem requires deeper insight. For this to happen, people need to feel comfortable and confident to speak up honestly about how the business is truly operating, and get specific. Unlike engagement surveys which asks generic questions that do not allow tailored or specific responses from the participants, PEOPLE MATCH drills down on the productivity indicators which are misaligned. The questions are tailored to each participant so they can provide specific feedback in a safe and protected way. Additionally, unlike traditional engagement surveys which only provide data and insights as to what questions are 'low', PEOPLE MATCH identifies specific problems as well as solutions to those problems. The solutions can be implemented by the business internally and if relevant, through consulting services provided by Playmakers Global and Associates and other experts.

What factors does PEOPLE MATCH measure?

Because PEOPLE MATCH is focused on making things as simple as possible, we've aligned each factor with the letters of PEOPLE MATCH - so it's easy to remember!

Processes: How well the processes (high level steps), procedures (how things are done) and policies (why things are done) work in this organisation, to achieve productivity and set the right culture in the way we work.

Expertise: How suitable the organisations expertise is to ensure people can get the job done.

Objectives: The drivers, goal posts and measures an organisation has to achieve it's purpose.

Performance: How well the organisation is doing against its objectives, including how good and poor performance is managed, and how well teams collaborate.

Leadership: How effective, capable and aligned the Leaders in the business are.

Engagement: Can people say honestly how they feel, are they motivated to stay, and do they feel they can strive in the business.

Market: Does the organisation have the right offering (products, services), is the right growth occurring, and how does the business fare compared with its competition.

Attract: How attractive the business to other people, such as talent, customers or partnerships, and can they keep them.

Technology: Is the technology in the business clear, does it enable people to do their job, and does it integrate well into other systems.

Customer: Does the business do right by its customers through giving them a great experience, focusing on their satisfaction and growth.

Heart: Last but not least, does the business stand by its values, drive the right behaviours to enable its culture, and does it care about its community.

What if you're already measuring some of these things?

We know the survey's you're talking about, and they are great for their own purposes. However, they are nothing like PEOPLE MATCH...ours gives MUCH better insight and data. Plus we offer solutions. Plus we offer ongoing measurement to demonstrate a return on investment!

You will get specific results, plus solutions, plus a team who care about the improvement of your business.

Do you have baggage? We love that! PEOPLE MATCH maximises the data you already have in your organisation (obtained through engagement surveys, feedback, reports) and utilises this to help hone in on where the real problems might be. Organisations invest significant time and resources into trying to 'fix' problems within their business. Most often, the problem has not been identified well enough or has simply been identified with anecdotal feedback and basic data. The latest HR trends, in isolation, may not align to the organisation's purpose, values, or provide a return in investment. Seeing HR expertise being under-utilised (focusing on the wrong things) or solutions being 'shots in the dark', we designed a HR tool which can help diagnose where the problems in business operations actually are - all with the aim of improving productivity, efficiencies and overall culture.