Discover how breakthrough, patent-pending method and technology leverages AI and science to unlock the future of post-merger integration success – join us on March 19 (EMEA) or March 21 (Americas).
According to Deloitte, "people and culture issues are the most common reasons for failing integrations". Unfortunately, these failures occur all too often. Huge investments and high goals are threatened and often damaged by employee turnover and productivity collapse.
Through our game-changing NayaDaya® People Risk Analytics™, developed in collaboration with Deloitte, it is now possible to 1) identify people risk levels, 2) uncover their root causes, and 3) recommend actions to mitigate these risks and prevent people-related breakdowns in M&A integrations.
Amazingly, these crucial insights can be revealed by asking employees just three intuitive questions. What makes this possible is the sophisticated emotion, behavior, and action analytics, based on scientific algorithms, AI, and M&A integration process intelligence. This Finnish-Swiss method and technology is now available to protect the M&A from significant financial losses, ensure post-merger success, cultivate empathy, and build sustainable growth.
Join us for a free 30-minute webinar (the same content):
EMEA friendly time:
Tuesday March 19, at 12-12.30 PM EET | 11-11.30 PM CET | 10-10.30 AM UTC
Please register here: https://register.gotowebinar.com/register/2121446550962661980
Americas friendly time:
Thursday March 21, at 12-12.30 PM EDT | 11-11.30 AM CT | 10-10:30 AM MT | 9-9.30 AM PT
Please register here: https://register.gotowebinar.com/register/535829837430739800
Can't make the live session? Register anyway! All registrants will receive later a link to the webinar recording.
Gain insights from Timo Järvinen, Co-Founder, Value Creator & Evangelist at NayaDaya Analytics Inc., and Maria Kausto-Turner, Partner at NayaDaya Analytics Inc., as they host this insightful webinar in English.
The webinar is free for everyone – we warmly invite you to join us!
Further information:
Minna Järvinen
NayaDaya Analytics Inc.
minna.jarvinen@nayadaya.com
Transforming post-merger integrations, NayaDaya Analytics unveils its new People Risk Analytics™ for M&A. Leveraging science and AI, this method and technology revolutionizes post-merger integrations by addressing people-related risks and providing action recommendations with unprecedented precision.
Mergers and acquisitions are significant investments with high goals and substantial risks, which too often materialize. These failures are frequently attributed to people-related issues. Despite their significance, people risks – such as employee turnover and productivity collapse – are not as well understood as they should be.
A groundbreaking approach has now emerged in the M&A landscape. Unlike any solution before, People Risk Analytics™, developed in collaboration between NayaDaya Analytics and Deloitte, precisely targets these challenges by pairing the human value with the forefront of emotion and behavior science and artificial intelligence.
"Our patent-pending method and technology not only identify the risks associated with people but also deliver concrete action recommendations to secure integrations from people-related breakdowns. Amazingly, it provides this crucial information by asking employees only three intuitive questions," says Petri Järvinen, CEO and Partner at NayaDaya Analytics Inc.
"Our worldwide experience in M&A has shown us the critical impact of people-related risks on the success of post-merger integrations. To effectively reveal and address the often fatal people risk factors in integrations, we recommend People Risk Analytics™ as a valuable addition to the change management tool kit. This pioneering solution, going beyond all traditional methods, is sophisticated, yet very simple, intuitive, and scalable for users," says Tapio Koivumäki, Partner, Operational M&A, Advisory Leader at Deloitte.
"With our unique innovation, already validated in the real world, we can support companies with acquisition targets ranging from ten to tens of thousands of employees. Our standardized process ensures high efficiency. We offer straightforward use of our technology and service platform. Depending on our customers' needs, Deloitte can also support in the field of change management and with broader integration topics," continues Petri Järvinen.
"When integrations fail due to people issues, the fault lies in execution, leadership, and communication, not with the employees. Our value lies in preventing significant financial losses, avoiding distress among people, and promoting sustainable change and growth. Our fusion of science, AI, and M&A process intelligence is a major shift in the game; however, it demands an ethical approach. Our guide for every AI-driven action is 'be kind to people and the planet'," says Timo Järvinen, Co-Founder, Value Creator & Evangelist at NayaDaya Analytics Inc.
In addition to post-merger integrations, the solution can also be used in other transformations and investment projects. People Risk Analytics™ is a trademark of NayaDaya Analytics Inc., a startup company based in Finland.
Further Information
Petri Järvinen, CEO, Partner, NayaDaya Analytics Inc., tel. +358 45 238 5537, petri.jarvinen@nayadaya.com
Timo Järvinen, Co-founder, Value Creator & Evangelist, NayaDaya Analytics Inc., tel. +385 40 505 7745, timo.jarvinen@nayadaya.com
Tapio Koivumäki, Partner, Operational M&A, Advisory Leader, Deloitte, tel. +358 40 357 6138, tapio.koivumaki@deloitte.fi
Aiming for global growth, NayaDaya Analytics Inc. welcomes Petri Järvinen, returning from Singapore to Finland, as its new CEO and Partner. Co-founder Timo Järvinen will now focus on enhancing customer value through the science-based and AI-powered People Risk Analytics™. Alongside their innovative team and investors, the brothers have high expectations for their disruptive solution, built to prevent people-related M&A integration failures.
NayaDaya Analytics Inc.'s long-term product development has culminated in an unprecedented fusion of emotion and behavior science with artificial intelligence. This innovation aims to mitigate the high people-related risks associated with post-merger integrations and transformations. The solution, pointing out action recommendations to avoid the M&A failures, has been developed in collaboration with Deloitte and already tested and proven in the real world.
The foundation for growth was laid in the first quarter of 2024. January saw the closure of a funding round, welcoming six new investors and experts on board. February marked the launch of the new science-based and AI-powered People Risk Analytics™. In addition, a patent application was filed for the game-changing method and technology.
On March 1, the NayaDaya Analytics team will be significantly strengthened as Petri Järvinen assumes the role of CEO and Partner. With a successful track record in multinational companies, particularly in sales and business leadership roles throughout the 21st century, including the last ten years at Avanade (a subsidiary of Accenture) in Singapore, he is well-equipped to guide the startup towards global growth.
Co-founder Timo Järvinen, previously CEO and leader in inventing science-based innovations and transforming them into valuable customer solutions, will now fully dedicate himself to designing, delivering, and communicating the unique value and sharp competitive edge to customers, partners, and the wider society.
Petri Järvinen and Timo Järvinen share a bond that extends beyond brotherhood, having worked together earlier for many years as business partners, including a successful shared exit.
"As the new CEO of NayaDaya Analytics, I am thrilled to lead our engaged team and business in addressing the substantial people-related risks in M&A integrations and transformations. Our focus on human value, paired with cutting-edge science and artificial intelligence, is more relevant than ever. I am eager to drive our growth, assisting companies globally to navigate risks and thrive through critical transitions successfully," says Petri Järvinen, CEO and Partner of NayaDaya Analytics Inc.
"We are fortunate to have Petri return to Finland to build a bridge from Finland to the world. Petri's expertise and international experience are exactly what we need as we are now ready to write a new chapter to our story after years of demanding development. I will focus all my efforts on creating customer value with the world-changing combination of science, AI, and empathy," says Timo Järvinen, Co-Founder, Value Creator & Evangelist of NayaDaya Analytics Inc.
"This is excellent news for our team and future ambitions. Petri's ability to boost sales, business, and cooperation with industry leading customers and partners around the world, combined with a deep understanding of the latest technological innovations, is a great combination when we are reaching for the global growth," says Timo Salomäki, Chairman of the Board of NayaDaya Analytics Inc.
Further Information
Petri Järvinen, CEO, Partner, NayaDaya Analytics Inc., tel. +358 45 238 5537, petri.jarvinen@nayadaya.com
Timo Järvinen, Co-founder, Value Creator & Evangelist, NayaDaya Analytics Inc., tel. +385 40 505 7745, timo.jarvinen@nayadaya.com
Timo Salomäki, Chairman of the Board, NayaDaya Analytics Inc., tel. +358 40 709 2399, timo.salomaki@nayadaya.com
In the webinar tomorrow, Feb 28 by Deloitte and NayaDaya Analytics, unlock the future of your post-merger success with a breakthrough in science, AI, and empathy.
The outcome of critical M&A investments and transformations depends on people. Despite their significance, the people-related risks – such as employee turnover, quiet quitting, and productivity collapse – are not known as well as they should.
Thanks to the collaboration between NayaDaya Analytics and Deloitte, we're excited to introduce a game-changing innovation: leveraging emotion and behavior science, AI, and process intelligence, People Risk Analytics™ identifies the people risks and delivers action recommendations to prevent integration or transformation failures. This disruptive solution has been tested and proven in the real world.
Register now to ensure you don't miss the opportunity to learn how companies can protect their M&A and transformation investments from people-related breakdowns in a socially sustainable manner.
Join us for a revealing 45-minute webinar and product unveiling on Wednesday, Feb 28, from 1-1:45 PM EET (12-12.45 PM CET, 11-11.45 AM UTC).
Gain insights from Tapio Koivumäki, Partner and Operational M&A Advisory Leader at Deloitte, and Timo Järvinen, CEO and Co-founder of NayaDaya Analytics Inc., as they lead this enlightening webinar in English.
Can't make the live session? Register anyway! All registrants will later receive a link to the webinar recording.
The webinar is free for everyone – we warmly invite you to join us!
https://register.gotowebinar.com/register/5153381749687797344
For more information, please contact:
Timo Järvinen, CEO, Co-founder, NayaDaya Analytics Inc.
timo.jarvinen@nayadaya.com, +358 40 505 7745
If you are reaching for growth, executing integrations, leading transformations, or starting business critical projects in 2024, now it is the time to identify the people risks: employee turnover, productivity loss, and quiet quitting.
According to studies, more and more employees are considering leaving their jobs. Losing and then replacing talented people is expensive, and finding new employees is difficult. At worst, this threatens the success of growth, integrations, transformations, and projects.
Our game-changing people risk analytics, based on emotions, science, and the Finnish-Swiss innovation, reveals the levels of and root causes behind employee-related risks. People will not be burdened – employees only respond to three questions. With the effective and exceptionally intuitive tools, you can target actions and minimize the fading and loss of employees' crucial contribution.
Traditional surveys do not understand engagement or disengagement. It is important to realize that satisfaction is about the comfort zone – it does not promote progress, commitment, and readiness for change.
If you like to see how to use the people risk analytics as an insurance for your integrations, changes, or projects, book a 30-minute meeting with us.
Book a 30-minute appointment: https://www.nayadaya.com/appointment
Let's discuss!
Timo Järvinen, CEO, Co-founder
NayaDaya Analytics Inc.
Tel. +358 40 505 7745
timo.jarvinen@nayadaya.com
"To avoid people-related failures in transformations, M&A, and critical projects, those risks should be analyzed and false beliefs about the existing surveys should be corrected," writes Timo Järvinen, the founder of NayaDaya Analytics Inc.
According to McKinsey, "European talent is ready to walk out the door".
During this post-pandemic era, high levels of employee turnover and lack of skilled people are a fundamental risk for growth, competitiveness, and even survival. During transformations, post-merger integrations, and critical projects, companies become even more vulnerable to these people-related risks.
The worst thing companies can do is to keep on doing what they have always done. To be content with old habits can be deceiving. One of these old ways is the misunderstanding that employee experiences and behavior could be understood, and the people-related risks identified by only asking questions with the traditional one-dimensional response scales.
To face the reality with their employees, there are three things companies should do: 1) identify the people risk levels, 2) reveal their root causes, and 3) find out the action points to minimize the employee turnover, quiet quitting, and decrease in productivity – and to engage and inspire people.
To unfold these crucial insights, one should not rely on the traditional tools and metrics. And why is that? Because in order to predict the people risk levels and their root causes, you need to be able to understand employee behavior, especially engagement and disengagement.
But wait a minute! Aren’t companies measuring engagement, for example with employee surveys and pulses? They have done that for years and...
My point exactly. Everyone has executed those surveys and pulses for years – and many believe that they are measuring engagement.
A glimpse of science: emotional and behavioral science tells us that the traditional survey scales, such as satisfaction, do not correlate with engagement and disengagement. If companies want to find out what is engaging or disengaging people, the traditional surveys are useless.
Employee engagement is not the same as feeling contentment – continuing as before and staying in the comfort zone. Engagement means dynamic actions, participating, and rolling up the sleeves when facing changes and challenges.
Unfortunately, satisfaction or even tendency to recommend one's employer do not indicate engagement. On the contrary, they correlate with passivity and even unwillingness to engage in anything new. This is particularly problematic during changes.
I have good news: new people risk analytics, which is based on a scientific emotional and behavioral intelligence and a Finnish-Swiss innovation, is able to build the deepest insight into people risks with the smallest effort one can imagine.
Traditionally, employers have executed long employee surveys 1-2 times a year or short pulse surveys quarterly, monthly, or even weekly. With the scientific method based on long-term emotions, companies can run very short surveys only 1-4 times a year, depending on the intensity of the change. For example, three times a year is enough during the post-merger integrations.
The process is agile. Only three intuitive questions produce the needed input for the analytics. These three questions cover emotions, their strength, and the reasons behind the emotions in the context of an employer, a transformation, an integration, or a project.
Thanks to the amazing power of emotions and science, and our unique algorithm, the output reveals things that have not been even asked for. The analytics visualizes exactly those fundamental things companies need to find out: 1) people risk levels, 2) their root causes, and 3) the action points to minimize the people-related risks, e.g. talent walking out their door or the quiet quitting.
Instead of merely knowing the levels of contentment, companies now will see where to focus actions to engage, motivate, and inspire people to not only stay in their jobs but to go the extra mile, to even become change-makers.
If a group has several, even tens or hundreds of companies, it can easily uncover and compare the people risk levels and their root causes in those business entities. Or if a company executes many acquisitions every year, it can compare the success of the different post-merger integrations based on their engaging or disengaging influence. The same applies for multiple projects.
This way companies are able to point out the business entities, integrations, or projects that are in crisis as well as to see the reasons behind each situation. They will also find out the entities, integrations, or projects with the high levels of positive employee engagement – and identify the reasons behind those successes.
As always, the coin has two sides: the people risk analytics helps companies 1) to avoid financial losses and losing growth opportunities, and 2) to take care of people and to build social sustainability. Both these aspects should be on focus if companies want to be among the winners in an ever-increasing competition for the best talent.
The writer of the blog post is CEO of NayaDaya Analytics Inc. Timo Järvinen.
Timo Järvinen, CEO, Co-founder
NayaDaya Analytics Inc.
Tel. +358 40 505 7745
timo.jarvinen@nayadaya.com
People risk analytics – brief information
Book a 30-Minute Online Appointment, or send questions or comments – please send a message: https://www.nayadaya.com/appointment
Read the latest NayaDaya Analytics news: https://www.nayadaya.com/news
"If you want to avoid people-related failures in your transformation, M&A, or project, I encourage you to analyze those risks and correct any false beliefs about the existing surveys," writes Timo Järvinen, the founder of NayaDaya Analytics Inc.
According to McKinsey, "European talent is ready to walk out the door".
During this post-pandemic era, high levels of employee turnover and lack of skilled people are a fundamental risk for growth, competitiveness, and even survival. During transformations, post-merger integrations, and critical projects, companies become even more vulnerable to these people-related risks.
The worst thing you can do is to keep on doing what you have always done. To be content with old habits can be deceiving. One of these old ways is the misunderstanding that employee experiences and behavior could be understood, and the people-related risks identified by only asking questions with the traditional one-dimensional response scales.
To face the reality with the employees in your company, there are three things you should do: 1) identify the people risk levels, 2) reveal their root causes, and 3) find out the action points to minimize the employee turnover, quiet quitting, and decrease in productivity – and to engage and inspire people.
To unfold these crucial insights, you should not rely on the traditional tools and metrics. And why is that? Because in order to predict the people risk levels and their root causes, you need to be able to understand employee behavior, especially engagement and disengagement.
But wait a minute! Aren’t we measuring engagement, for example with employee surveys and pulses? We have done that for years and...
My point exactly. Everyone has executed those surveys and pulses for years – and many believe that they are measuring engagement.
A glimpse of science: emotional and behavioral science tells us that the traditional survey scales, such as satisfaction, do not correlate with engagement and disengagement. If you want to find out what is engaging or disengaging people, the traditional surveys are useless.
Employee engagement is not the same as feeling contentment – continuing as before and staying in the comfort zone. Engagement means dynamic actions, participating, and rolling up the sleeves when facing changes and challenges.
Unfortunately, satisfaction or even tendency to recommend one's employer do not indicate engagement. On the contrary, they correlate with passivity and even unwillingness to engage in anything new. This is particularly problematic during changes.
I have good news: new people-risk analytics, which is based on a scientific emotional and behavioral intelligence and a Finnish-Swiss innovation, is able to build the deepest insight into people-risks with the smallest effort you can imagine.
Traditionally, employers have executed long employee surveys 1-2 times a year or short pulse surveys quarterly, monthly, or even weekly. With the scientific method based on long-term emotions, you can run very short surveys only 1-4 times a year, depending on the intensity of the change. For example, three times a year is enough during the post-merger integrations.
The process is agile. Only three intuitive questions produce the needed input for the analytics. These three questions cover emotions, their strength, and the reasons behind the emotions in the context of an employer, a transformation, an integration, or a project.
Thanks to the amazing power of emotions and science, and our unique algorithm, the output reveals things that have not been even asked for. The analytics visualizes exactly those fundamental things you need to find out: 1) people-risk levels, 2) their root causes, and 3) the action points to minimize the people-related risks, e.g. talent walking out your door or the quiet quitting.
Instead of merely knowing the levels of contentment, you now will see where to focus actions to engage, motivate, and inspire people to not only stay in their jobs but to go the extra mile, to even become change-makers.
If your group has several, even tens or hundreds of companies, you can easily uncover and compare the people risk levels and their root causes in those business entities. Or if you execute many acquisitions every year, you can compare the success of the different post-merger integrations based on their engaging or disengaging influence. The same applies for multiple projects.
This way you are able to point out the companies, business entities, or integrations that are in crisis as well as to see the reasons behind each situation. You will also find out the companies or integrations with the high levels of positive employee engagement – and identify the reasons behind those successes.
As always, the coin has two sides: the people-risk analytics helps you 1) to avoid financial losses and losing growth opportunities, and 2) to take care of people and to build social sustainability. Both these aspects should be your focus if you want to be among the winners in an ever-increasing competition for the best talent.
If you want to be a part of this journey that deeply connects the valuable people and companies that are worth their commitment, please do not hesitate to contact us.
The writer of the blog post is CEO of NayaDaya Analytics Inc. Timo Järvinen.
Timo Järvinen, CEO, Co-founder
NayaDaya Analytics Inc.
Tel. +358 40 505 7745
timo.jarvinen@nayadaya.com
People risk analytics – brief information and prices
Book a 30-Minute Online Appointment, or send questions or comments – please send a message: https://www.nayadaya.com/appointment
Read the latest NayaDaya Analytics news: https://www.nayadaya.com/news
The Finnish developer of the emotional and behavioral intelligence, NayaDaya Inc. has changed its name to NayaDaya Analytics Inc. The new name portrays the company's evolution, through science-based innovations, towards the unique people risk analytics and scalable robotics.
NayaDaya was founded seven years ago to promote global empathy by making it possible to express, understand, and pay attention to human emotions with a science-based technology. From the beginning, the scientific background was in the research and studies conducted by the University of Geneva, Switzerland.
On the built platform, data has been collected and analyzed in different contexts such as media news content, brands, employers, transformations, M&A, social phenomena, and sustainability. During the evolution of the solution, it has been used by many leading brands and public organizations in Finland. The development has been funded by Google, Business Finland, and NextGenerationEU.
"We are the most grateful for our customers, partners, and supporters who have made it possible to succeed in this long and demanding development journey. There is a lot of work ahead, but now our focus, product market fit, and business model are clear. It is inspiring to start the new phase with a new name," says Timo Järvinen, CEO and Co-founder of the company now named as NayaDaya Analytics Inc.
The words Naya and Daya originate in India. They symbolize different viewpoints and compassion. NayaDaya Analytics and the green symbol depict the combination of people and empathy, science and analytics, and engagement – especially during changes and transformations.
"Through stepping into the shoes of people, for example in transformations and M&A processes, it is possible to build both financial success and social sustainability. This is not just another employee survey or pulse, far from it. Our goal, to create the deepest insight into people risks with the smallest effort by customers, has been reached innovation by innovation," Timo Järvinen continues.
One of the groundbreaking innovations is an algorithm that predicts behavior, especially engagement and disengagement. Science and emotions make it possible – it is something that the traditional surveys and metrics cannot disclose. Further innovations include a science-based root cause analysis, an action plan automation, and an order-to-delivery process covered entirely by robotics.
The outcome is a totally scalable service platform which does not burden people. Only three standard questions are needed as an input. The output includes action points and even concrete recommendations, to reveal and avoid the people risks such as employee turnover and decrease in productivity.
"With our scientific people risk analytics we can provide our customers a standardized, effective, repeatable, and amazingly simple method to tackle the ever-increasing problem of employee and productivity loss, especially in transformations and post-merger integrations. Many studies confirm the magnitude of this challenge. Together with our agents and partners, it is now time to bring the value of this born-global multilingual analytics to companies and organizations worldwide," says Timo Salomäki, Chairman and Chief Product Officer of NayaDaya Analytics Inc.
"We are solving a global problem that is very expensive for companies and employers. Identifying and minimizing people risks strengthen sustainable and profitable growth. To carry out our mission, we need customers, partners, and agents. With angel investors, we are happy to discuss the ongoing funding round. More than half of it is already subscribed," Timo Järvinen points out.
The Finnish-Swiss science-based M&A analytics innovates the way people can be taken care of in the context of post-merger integrations. People risk analytics identifies the root causes leading to employee and productivity loss.
According to studies, most M&A processes fail, often due to people and culture related reasons. Integration pain points often lead to declining performance and employee turnover. Traditional surveys do not understand the impact of changes on engagement. Science tells us that, for example, the amount of satisfaction does not correlate with engagement at all.
This problem has been solved. Employee reactions and their root causes are easily revealed on a scientific emotional and behavioral intelligence platform. The smart process includes only three questions to employees. It is important to pay attention to people, and they should not be burdened with long surveys. Amazingly, the results uncover things that have not even been asked.
We arrange a 30 minutes webinar on the topic in English. NayaDaya Inc.'s founder Timo Järvinen and HR expert Maria Kausto-Turner explore these new perspectives. There are two webinars with the same content. Please choose the time that best suits your calendar.
Webinars are free of charge.
11.00-11.30 AM EEST (Eastern European Summer Time, e.g. FINLAND)
10.00-10.30 AM CEST (Central European Summer Time)
9.00-9.30 AM BST (British Summer Time)
3.00-3.30 PM SGT (Singapore Time)
5.00-5.30 PM EEST (Eastern European Summer Time, e.g. FINLAND)
4.00-4.30 PM CEST (Central European Summer Time)
3.00-3.30 PM BST (British Summer Time)
9.00-9.30 AM EDT (Eastern Daylight Time, USA)
You shoud sign up even if these times don't suit your calendar. We send the recording to all registrants.
Further Information
Timo Järvinen, CEO, Co-founder, NayaDaya Inc., tel. +358 40 505 7745, timo.jarvinen@nayadaya.com
The Finnish-Swiss science-based M&A analytics innovates the way people can be taken care of in the context of post-merger integrations. People risk analytics identifies the root causes leading to employee and productivity loss.
According to studies, most M&A processes fail, often due to people and culture related reasons. Integration pain points often lead to declining performance and employee turnover. Traditional surveys do not understand the impact of changes on engagement. Science tells us that, for example, the amount of satisfaction does not correlate with engagement at all.
This problem has been solved. Employee reactions and their root causes are easily revealed on a scientific emotional and behavioral intelligence platform. The smart process includes only three questions to employees. It is important to pay attention to people, and they should not be burdened with long surveys. Amazingly, the results uncover things that have not even been asked.
We arrange a 30 minutes webinar on the topic in English. NayaDaya Inc.'s founder Timo Järvinen and HR expert Maria Kausto-Turner explore these new perspectives. There are two webinars with the same content. Please choose the time that best suits your calendar.
Webinars are free of charge.
11.00-11.30 AM EEST (Eastern European Summer Time, e.g. FINLAND)
10.00-10.30 AM CEST (Central European Summer Time)
9.00-9.30 AM BST (British Summer Time)
3.00-3.30 PM SGT (Singapore Time)
5.00-5.30 PM EEST (Eastern European Summer Time, e.g. FINLAND)
4.00-4.30 PM CEST (Central European Summer Time)
3.00-3.30 PM BST (British Summer Time)
9.00-9.30 AM EDT (Eastern Daylight Time, USA)
You shoud sign up even if these times don't suit your calendar. We send the recording to all registrants.
Further Information
Timo Järvinen, CEO, Co-founder, NayaDaya Inc., tel. +358 40 505 7745, timo.jarvinen@nayadaya.com
Welcome to the 30-minute webinar to find out how to reveal the employee turnover risks in mergers and acquisitions.
Many studies show that mergers and acquisitions often fail due to people and cultural reasons. Under the surface, there may be pain points that cause employee turnover and productivity loss.
To see the risks, deal with their root causes, and avoid the financial losses, you should understand the levels of and reasons behind employee engagement and disengagement. However, people are usually burdened with traditional surveys that indicate only the positivity or negativity of experiences – and do not understand engaged or disengaged behavior at all.
NayaDaya® M&A Analytics is a Finnish-Swiss innovation that uses emotions, science, and data to predict employee behavior in M&A – during due diligences and post-merger integrations. The standardized process and exceptionally intuitive tools make it amazingly easy to identify the people risks levels and the concrete root causes for people leaving their jobs or losing their performance.
CEO & Co-founder Timo Järvinen and Director & Partner Maria Kausto-Turner from NayaDaya Inc., a Finnish company focusing on people risks analytics, will show you how the game-changing innovation reveals business critical things that are not even asked from employees.
You are warmly welcome! The webinars are free of charge. We will send a webinar recording to all registrants – it's worth registering even if the time doesn't work!
We will have two similar webinars, from which you can choose the one that fits your calendar:
11.00-11.30 AM EEST (Eastern European Summer Time, e.g. FINLAND)
10.00-10.30 AM CEST (Central European Summer Time)
9.00-9.30 AM BST (British Summer Time)
3.00-3.30 PM SGT (Singapore Time)
5.00-5.30 PM EEST (Eastern European Summer Time, e.g. FINLAND)
4.00-4.30 PM CEST (Central European Summer Time)
3.00-3.30 PM BST (British Summer Time)
9.00-9.30 AM EDT (Eastern Daylight Time, USA)
Further Information
Timo Järvinen, CEO, Co-founder, NayaDaya Inc., tel. +358 40 505 7745, timo.jarvinen@nayadaya.com
Manks is a renowned specialist in the region for the best of genuine Scandinavian furniture & lighting. Established in 1996, Manks has for 27 years, tirelessly promoted lifestyle and designer furniture, lighting, antiques and homeware from Scandinavia.
The recent launch of the Arne Jacobsen’s classic Ant chair with Danish Kvadrat front upholstery is yet another fine example of Manks dedication to Nordic design.
The Ant chair was designed in 1952 by iconic Danish architect Arne Jacobsen for the Novo Nordisk canteen. Novo Nordisk was and still is, a leading Danish global healthcare company. With the organic silhouette of the chair resembling that of an ant, this 1950s design is truly an endearing icon of Danish Modern Design. The original design of the Ant was 3-legged with the 4-legged version introduced in 1971. Both with continued production since.
Made from 9 layers of pressure molded veneer, the introduction of the Ant chair with its curved single piece pressed seat and back was a technical innovation back in 1950s. It paved the way for the creation of the iconic Series 7, Grand Prix and Lily chairs, a series of award-winning chairs all originating from the Ant.
The latest Ant is available in a myriad of shell and base colour variants. The launch of the Ant in soft grey with front upholstery in the finest Kvadrat grey fabric is modern, stylish to complement both metal or wooden legged tables. As mentioned by co-founder of Manks, Paul Fung, the 4-legged Ant chair goes perfectly with the Superellipse, Circular tables and Essay rectangular solid oak table which are from the same stable, Fritz Hansen.
Legendary Danish architect Arne Jacobsen is the most influential designer in Danish modern design to date. His masterpieces include the Egg chair, Series 7, Lily chairs and AJ lamp, most revered among design lovers. All of these Danish national treasures are presently on display at Manks.
The iconic Ant chair is produced by prestigious Danish furniture maker Fritz Hansen in Europe.
Founded in Denmark in 1872, Fritz Hansen is a global leader in furniture, lighting design and production. Driven by a passion for beauty, quality and craftsmanship, the company embodies a modern, Nordic lifestyle and collaborates with visionary designers from around the world such as Arne Jacobsen, Poul Kjaerholm, Cecilie Manz & Jamie Hayon.
The iconic Ant chair and its matching Circular & Essay tables are showcased in Manks 6,000 sq.ft. master showroom in Wong Chuk Hang, the southside of HK during the month of September.
Dance Theatre Womanhood, a work that “touches the very heart”, explores how women discover and realise themselves in contemporary society. Four performances will be held at the Studio Theatre, Hong Kong Cultural Centre from 12 to 14 May 2023. As Mother’s Day is approaching, this work embodies the expression of the sincerest love towards the greatest women in the world.
Xie Yin, former Assistant Artistic Director of Hong Kong Dance Company, has collaborated with the dance company as a freelance choreographer for the first time, creating a delicate and moving piece of dance theatre focusing on women. The choreographer shares her inspiration for the piece: “The name of this work originates from ‘Shadows Living with the Shape’, a phrase that encompasses dual meanings. One is to compare ‘shadows’ to memories, which means that memories forged in the past will always co-exist with life at present. The other meaning is that ‘shape’ is reminiscent of the dancer’s body, implying that the choreographer and the dancer need to consider how to use the body’s movement and dialogue to interpret those unspeakably rich emotions that seem so far, yet so close."
Five female dancers from different cities, with distinctly different backgrounds and life experiences, manage to cross paths with their former selves again through the common theme of “memory”. In that space between light and darkness, the reflection of the light leads the women on a journey through time, revealing a deeper understanding of their heartland, their family, themselves, and dance, and narrating the evolution of women at different life stages through their own experiences, feeling their joy and their sorrow.
Looking back at the past is not intended to encourage regret or stubborn nostalgia but is an attempt to let go of contradictions and entanglements from the past and prepare the mind for a new journey. In the words of Michelle Yeoh when she became the first Asian woman to win an Academy Award for Best Actress: “Ladies, don’t let anybody tell you that you are ever past your prime. Never give up.”
For using all images and videos, please credit at caption:
Dance Theatre"Womanhood", 2023. Courtesy Hong Kong Dance Company.
Venue |
Studio Theatre, Hong Kong Cultural Centre |
Session |
12-13.5.2023 (Fri - Sat) 7:45pm 13-14.5.2023 (Sat -Sun) 3:00pm |
Price |
$300 $200 |
Duration |
Programme duration is about 1 hour and 30 minutes without intermission |
Ticketing |
Tickets Now available at URBTIX |
Programme Enquiries |
3103 1888 / www.hkdance.com |
Artistic Director: |
Yang Yuntao |
Concept and Choreographer: |
Xie Yin |
Performers: |
Hua Chi-yu、Lam Yin-yi、Liu Wai-yee、Zhan Qian、Chen Xiaoling |
|
|
Set Designer: |
Jan WONG |
Composer and Sound Designer: |
Priscila CHU |
Light Designer and Light Performer: |
Amy CHAN |
Costume Designer: |
Ainsley SO |
Artistic Action Research: |
HO YF |
Flint Gift的骰又精緻的自製襟章款式五花百門,不少人都喜歡蒐集珍藏。襟章制作具有輕巧及易於大量派發的特點,作為大型活動的紀念品最合適不過,亦可在公司活動、宴會或派對場合中用以身份識別、統一形象、團結士氣。小小一枚襟章,透過不同材質與配件的結合,能盛載無比獨特的價值與意義。
1)能珍藏一輩子的紀念品
金屬襟章要高貴得體又耐用?金屬襟章是首選。有多種不同的工藝做法及加工方式,從上色方法、形狀到質感均提供多元化自定選項,可塑性為襟章制作產品中最高,讓您自由實現無限想法。質感細緻,尤其適合小尺寸款式製作。
2)細緻工藝 盡顯珍貴
刺繡徽章比起金屬襟章,刺繡徽章更顯細緻氣質,是不少企業或機構推廣具文化藝術活動之選。布藝產品從來考究製作功夫,刺繡車縫必須工整細密才可帶出貴重感,讓當中的特殊紀念意義長留人心。
3)輕便靈活 年輕人至愛
亞加力名牌:輕便的亞加力名牌可印出鮮艷度高的細緻圖案/相片, 尤其適合演繹繽紛活潑的設計, 效果亮麗。 簡單隨性的風格,成為不少潮流品牌的首選職員名牌款式。
Flint Gift 訂製襟章名牌 及訂造鎖匙扣得用途多多,富創作空間,而且單價划算,一直都是熱門的紀念品、贈品選擇。在Flint Gift,你更可直接來圖訂製,創製自家的襟章制作。客製化自製襟章可以訂造職員名牌襟章,可助你更有效營造團隊精神,甚至展現對外形象;也可以訂製會員、隊員、學校徽章,運動團隊制服等配飾;各式獎勵計劃徽章/紀念品;展銷和宣傳活動贈品;生日會或派對的回禮小禮品;如果是扣在書包、布袋、Cap帽或圍巾上的裝飾,那麼使用自製襟章,可以更顯個人風格;如果是在企業禮品;婚禮/ 紀念日金屬襟章,就能為重要日子製作獨一無二的紀念品。
Flint Gift的 訂製襟章名牌 及訂造鎖匙扣品種繁複,有烤漆徽章、咬版徽章、搪瓷徽章、印刷徽章,不一樣的徽章有不一樣的徽章設計圖案,不一樣的的設計圖案又代表著不一樣的精神內涵。
金屬襟章表現著集體或組織的精力理念,貫串著一種鮮活的生命力,傳遞著一種信心,詮釋著一份集體連合協作精力。企業要求員工佩帶徽章,能凝集企業團隊協作精力,使員工們更好地協同任務,調動他們積極性,來完成企業制定的各項任務方案;設立奧運會交流徽章中間,喜好奧運徽章的伴侶經過徽章交流分享高興和熱情,以全新的方法參加奧運,結識更多的伴侶,弘揚奧運精力;協會製造特性徽章,把分歧的人群吸引進來,感觸到人人庭的暖和和關心,不時強大協會的開展。
相信大家在訂購中秋禮籃時也一定希望當中包含應節的月餅吧,以下是一些中秋節禮籃中可以包含的月餅類別,大家可以中秋節作為參考。
1)雙黃白蓮蓉月餅
中秋送禮時,最常送的就是雙黃白蓮蓉月餅,它具有軟化血管、調節血壓、鎮定安神的功效和作用,吃起來不上火。作為最為傳統的月餅品種,因為其口味好,功效佳,是中秋禮籃的極佳選擇。
2)奶黃月餅
除了雙黃白蓮蓉月餅,奶黃月餅也是中秋節送禮的好選擇,據說奶黃月餅是師傅在奶黃包上得到靈感研發而成的。其主要食材為牛油,動物性淡奶油。奶黃餡綿軟化於口中,那滋味讓人回味無窮,也是中秋節禮籃的極佳選擇。
3)五仁月餅
五仁月餅是中秋各式月餅中最出名的,因用料豐富,其味道也是極其豐富的。五仁月餅的餡料中多為植物性原料種子,對人體有一定的保健作用,此外五仁月餅中的礦物質,有利於人們提高免疫力,同時還能夠預防兒童缺鐵貧血。因此,在中秋節送禮時,選擇包含五仁月餅的中秋禮籃送給家人朋友,能夠表達你滿滿的心意。
4)豆沙月餅
豆沙月餅的主要原料自然就是紅豆了。甜甜的豆沙月餅,口感很好,餡料又足,豆香濃鬱。此外,紅豆還有補血、促進心臟活化、清熱解毒等功效。中秋送禮時選擇包含豆沙月的餅中秋節禮籃送禮,能讓大家過一個甜蜜又健康的節日。
5)水果月餅
水果月餅口味獨特,巧妙地將水果和月餅結合在一起,深受人們的喜愛。因其低糖低脂肪,有綠色月餅的美譽。而且水果月餅口味多樣,結合中秋生果籃,女性和兒童尤其喜歡,。
6)冰皮月餅
冰皮月餅的亮點就是部分原料是糯米,因此做成的月餅外皮顏色雪白。其製作工藝簡單,吃起來有細滑口感,中秋節送禮時,選擇包含冰皮月餅的中秋禮籃送給家人朋友,高貴又新潮。
針對印班Tee服務,「Flint Ideas火花創作」提供各種不同的印製方式和班Tee設計,包括常用的絲網印刷、數碼印花、數碼直噴、柯式燙畫。同時,我們可以配合客人訂製心水的Tee款式,去訂製專屬於你或你的團體衫。客人可以把喜愛的圖案印在T恤或班衫上,如是手繪圖,我們還可幫客人轉成電腦稿,我們會根據不同客人圖案設計,作出專業的印刷方式參考和提供報價。
我們嚴選多款班Tee布料,涵蓋中低高檔次,作出多款T恤產品,再加「Flint Ideas火花創作」也提供班Tee設計,方便給客戶有更多不同的選擇,有平常我們常用的純棉Tee,也有針對部分用戶的喜好,提供彈力棉TEE,運動快乾、速乾物料TEE,數碼熱昇華TEE及頂級舒適的精梳棉TEE。 款式更包含了圓領、淨色、撞色等,客戶可根據自身價位預算及活動實際性需要,選擇最合適的產品,用作印班Tee及 T恤。每一款T恤都有多個顏色、不同尺碼可選購。
不少學校團體、機構和公司都會選擇「Flint Ideas火花創作」的印班Tee和班Tee設計服務,把logo或者個性化設計圖案印在T恤上可用作宣傳或團體衫之用。 在Flint Ideas,你可批量活動衫訂製,亦可少量印製,無論你想班衫訂造、快乾衫訂製、團體印tee,「Flint Ideas火花創作」都是你最佳的制服公司。
印班Tee最重要是什麼?便宜?有型?我們認為需要兩者兼備,用一個最優惠的價錢去印一件靚的班Tee! 很多同學也會問一件班Tee需要多少錢,但是我們不能確實價錢,因為每一件班衫的價錢都會因應不同的因素去定立價錢的。款式大家班衫想整tee? 有帽套頭衛衣? 或是 拉鏈衛衣?很多人也會對決定哪一款班衫而猶疑不決,這方面我們也非常明白的,所以可以隨時和我們聯絡,然後和同學一齊討論!
班Tee設計方面,主要分別會是單色和彩色圖案,單色圖案的價錢相比是便宜些,而彩色圖案的價錢自然會比較高。基本上大部分的圖案也是A4尺寸以內,但有些也會有例外的,大過A4尺寸的價錢相應會提高,所以一般也會建議用A4尺寸內的圖案。 班Tee印刷的例子: 每件不同名/數字,我們絕對明白大家是想要有一件屬於自己的班衫,而最簡單的方法就是加上自己的名/學號!
不少人在訂購企業禮品時也會選擇不鏽鋼保溫杯訂製或真空保溫杯訂製,但也要注意送禮品同時,也要提醒使用禮品時的注意事項。
1、不宜裝酸性飲品
不鏽鋼保溫杯訂製方面,因不銹鋼由於熔點較高,不會因高溫溶化釋出不良物質。但是不銹鋼最怕強酸,如果長時間裝載酸性較強的飲品,很可能對不銹鋼保溫杯產生損傷。
2、不宜裝牛奶
不鏽鋼保溫杯訂製和真空保溫杯訂製方面,牛奶不宜長時間裝在保溫杯容易變質,一些人會把熱牛奶裝在保溫杯內,不過這種做法卻讓牛奶中的微生物在適宜溫度下會迅速繁殖,導致腐敗,容易引起腹瀉、腹痛,牛奶在高溫環境下,維生素等營養物質會被破壞,同時牛奶中的酸性物質還會與保溫杯內壁發生化學反應,影響人體健康。也因此無論是牛奶還是酸性果汁,最好都要在一定的時間內喝完。
3、不宜泡茶
不鏽鋼保溫杯訂製和真空保溫杯訂製方面,茶葉在保溫杯內容易泡太久而失去營養。有報導指出,茶葉中含有大量的單寧酸、茶鹼、芳香油和多種維生素,只宜用80℃左右的水沖泡。如果用保溫杯泡茶,使茶葉長時間浸泡在高溫、恆溫的水中,就如用溫火煎煮一般。茶中的維生素大量被破壞,芳香油揮發,單寧酸、茶鹼大量浸出,不但降低了茶的營養價值,還會使茶汁無香味,茶味苦澀,有害物質增多。對此專家表示,茶葉的確不宜長時間浸泡,因為浸泡時間太久,茶葉可能會釋出重金屬物質有害健康。
4、不宜攜帶中藥
不鏽鋼保溫杯訂製和真空保溫杯訂製方面,中藥不適合放在保溫杯內。有些人也喜歡把中藥泡在保溫杯內,方便攜帶飲用。但煎好的中藥中溶解了大量酸性物質,容易和保溫杯內壁所含的化學物質發生反應,並溶解到湯藥裡,對人體產生不良影響。
班衫或班褸總為人們記錄下不同又特别的專屬回憶,又可以令到大家變得更團結。回想起過去,全力以赴設計一件班衫,那青春的回憶便不禁在腦海中浮現出來,每當穿起那身衣服,那些使人懷念又年少氣盛的記憶不停湧現出來。
印Tee亦適用於職場之上,可以製作一件能代表你們公司的制服,又或者公司活動中,大家穿起一式一樣應節又流行的衣服,這樣能夠加強大家同事對於公司的歸屬感,又能為同事之間建立良好的工作環境和氛圍,以增士氣。
印衫又可以成為一份獨特的禮物,如果朋友間想有紀念性的專屬衣服,自行設計印衫也不失為一個好選擇,印衫專門店亦有提供少量印衫的服務,因此在朋友間送出一件親手設計的衣服,一定會令人十分之難忘!
每到過時過節,不少中小企業也會訂造禮品並開始將禮品作為送禮,但是在挑選企業禮品禮品和訂造禮品時,有什麼注意事項需要留意呢?不論您是要製作客製化的企業禮品給廠商,還是要準備公司禮物給客戶,都要注意以下幾個重點,才不會送錯禮!
在挑選企業禮品的禮品公司時,應該如何選擇才合適?第一點,禮品公司是否能跟據客户需求,提供相關客製化的禮品服務。假如想找製作自己公司的企業禮品,那一定要留意禮品公司是否有提供「客製化禮品品」的服務,對於不少中小型企業來說,是否能在企業禮品上印製專屬自己公司企業的LOGO、品牌標章、商標等等,是許多客戶在意的重點,具有專屬的品牌商標,在贈送企業禮品時也更能展現企業的質感。
第二點,禮品公司是否有專門處理的客服,讓你在訂造禮品時可以做諮詢及溝通?另外,還有許多人容易疏漏的就是禮品公司,是否有專門處理的客服可提供協助,因在製作客製化的企業禮品時,針對禮品也會有需要修改、調整的部份,這時候如果有專門處理的客服可以協助溝通,雙方之間也才不會因溝通上的誤會,而導致禮品的成品與實品不符合。
第三點,贈送的企業禮品是否有使用教學或相關說明書?因為現在的禮品的種類也越來越多樣化,面對各種不同用途的公司禮物,也可以提前詢問瞭解禮品內中是否會有提供相關的操作以及使用說明等,完整的說明對於收到企業禮品時客戶來說,也是增加企業的品牌形象。
而面對企業老闆、主管、員工,又該送什麼企業禮品或公司禮物最適合?不論你是準備要客製化專屬企業禮品,還是定制公司禮物送給客戶,也要留意在送禮前也先想好你想贈送的禮品對象是誰?是企業客戶?是客戶老闆?還是公司主管或員工?針對不同的族群,所需要提供的企業禮品或公司禮物也會因人而異!
主要禮品贈送對象為企業客戶的老闆的話,建議可以製作「實用性高」的禮品,常見的像是文具禮品或文具套裝禮物,如鋼筆、名片夾、筆記本等,這類型的禮品不僅實用,也可以成為展現自己企業門面的企業禮品之一;主要禮品贈送對象為企業內部公司主管、員工的話,則可以選擇「簡單、禮到」的禮品,像是文具禮品如名片夾、不鏽鋼保溫杯訂製、環保袋訂製、環保餐具訂製等,這類型的禮禮品不僅簡單、禮到,也具有一定程度的實用性,也是很適合作為給客戶主管及員工的公司禮物之一。