People

Working on a healthy organizational culture

The human side of organizations is everything. From attracting and onboarding talent to retaining, developing and ultimately guiding departures: every contact moment tells something about the deeper dynamics in the organization. Together, these processes form the ‘People system’ of an organization.

With traditional HR measurements, many nuances remain invisible. NaraTri is changing this. Through the collection of rich stories and the application of data and GPT-based analysis, such as sentiment analysis, systems thinking and contextual interpretation, we uncover undercurrents that otherwise remain under the radar. This enables better and more supported decision-making.

NaraTri analysis on four People domains

Recruitment & Onboarding
  1. Process Focus: Talent Acquisition

  2. Value of NaraTri: Stories from existing employees regarding job openings reveal how expectations and reality match. This allows us to identify bottlenecks in culture fit, onboarding friction or role ambiguity at an early stage.

  3. Type of insights: Cultural mismatches, perception of promise vs. reality, onboarding experience.
Development & Contextual Support
  1. Process Focus: Professional Growth & Leadership

  2. Value of NaraTri: Analysis of stories around growth shows where motivation is stimulated or inhibited, and where the system (e.g. leadership or structures) stands in the way of development.

  3. Type of insights: Barriers to growth, perception of honest assessment, self-management versus management.
Engagement & Feedback
  1. Process focus: Working atmosphere, motivation, connectedness, employee retention.
  2. Value of NaraTri: Warm data uncovers the deeper layers of engagement – such as psychological safety, relationship dynamics and meaning – that traditional engagement metrics miss.

  3. Type of insights: Unspoken tensions, social safety, informal influence structures.
Offboarding & Exit Management
  1. Process focus: Departure interviews, transfer, alumni relations.

  2. Value of NaraTri: Exit stories are goldmines of insights. We make patterns visible in reasons for leaving and identify where structural friction lies in the system.

  3. Type of insights: Recurring departure motives, leadership culture, blind spots in HR processes.
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