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For decades, behavioural science has been applied in the workplace to make people more effective and more productive. As a means to “better optimise” a workforce, and understand the psyche of what goes on behind closed doors, meeting rooms, desks production lines and every workplace in-between. 

For decades, behavioural science has been applied in the workplace to make people more effective and more productive. As a means to “better optimise” a workforce, and understand the psyche of what goes on behind closed doors, meeting rooms, desks production lines and every workplace in-between. 

For decades, behavioural science has been applied in the workplace to make people more effective and more productive. As a means to “better optimise” a workforce, and understand the psyche of what goes on behind closed doors, meeting rooms, desks production lines and every workplace in-between. 

For decades, behavioural science has been applied in the workplace to make people more effective and more productive. As a means to “better optimise” a workforce, and understand the psyche of what goes on behind closed doors, meeting rooms, desks production lines and every workplace in-between. 

Graphic containing photos, one with 2 people looking at a computer, onen with people in a warehouse.
Graphic containing photos, one with 2 people looking at a computer, onen with people in a warehouse.
Graphic containing photos, one with 2 people looking at a computer, onen with people in a warehouse.
Graphic containing photos, one with 2 people looking at a computer, onen with people in a warehouse.

For Cophi, behavioural science is applied with empathy and an understanding of the world that everyone works in. Our ONA is built to add exceptional value, long term resilience in every person, in every organisation:

1) An engagement survey that actually engages


Annual engagement surveys of how the company is communicating are useful when actioned appropriately, but in our experience and research, this isn’t always the case, and employees can be guarded with how they respond, citing trust, and a lack of action as the main reasons to not engage.

How Cophi mitigates survey fatigue:

While our product “jumping off point” is a survey, it offers an environment that actively attempts to remove biases in respondents answers, creating a response environment directly relevant to the individual.

Cophi creates individual feedback outputs that shows the respondent where their impact is, and how that benchmarks against the rest of the organisation. So instead of throwing responses exclusively back to the leadership or HR team and hearing nothing back from them, every person has something they can see and learn from.


Annual engagement surveys of how the company is communicating are useful when actioned appropriately, but in our experience and research, this isn’t always the case, and employees can be guarded with how they respond, citing trust, and a lack of action as the main reasons to not engage.

How Cophi mitigates survey fatigue:

While our product “jumping off point” is a survey, it offers an environment that actively attempts to remove biases in respondents answers, creating a response environment directly relevant to the individual.

Cophi creates individual feedback outputs that shows the respondent where their impact is, and how that benchmarks against the rest of the organisation. So instead of throwing responses exclusively back to the leadership or HR team and hearing nothing back from them, every person has something they can see and learn from.


Annual engagement surveys of how the company is communicating are useful when actioned appropriately, but in our experience and research, this isn’t always the case, and employees can be guarded with how they respond, citing trust, and a lack of action as the main reasons to not engage.

How Cophi mitigates survey fatigue:

While our product “jumping off point” is a survey, it offers an environment that actively attempts to remove biases in respondents answers, creating a response environment directly relevant to the individual.

Cophi creates individual feedback outputs that shows the respondent where their impact is, and how that benchmarks against the rest of the organisation. So instead of throwing responses exclusively back to the leadership or HR team and hearing nothing back from them, every person has something they can see and learn from.

2) Battling the overabundance of data:

Feedback surveys of staff ranging from 100-10,000+ respondents can offer an incredible amount of data, but being able to process and understand its value has been challenging, until today.

How Cophi processes, visualises & actions complex data:

Cophi’s AI approach is rooted in extensive research on organisational network analysis. By combining traditional organisational data with insights from studies on social, strategic, and operational networks, we can predict optimal network structures.

For example, we consider factors such as tenure and remote work to determine network positions that maximize productivity, innovation, and effectiveness.


Our recommendations are then based on empirical research for reliability and validity. This offers everyone, immediate impact and action, instead of needing a full time data scientist to understand what’s happening.

Feedback surveys of staff ranging from 100-10,000+ respondents can offer an incredible amount of data, but being able to process and understand its value has been challenging, until today.

How Cophi processes, visualises & actions complex data:

Cophi’s AI approach is rooted in extensive research on organisational network analysis. By combining traditional organisational data with insights from studies on social, strategic, and operational networks, we can predict optimal network structures.

For example, we consider factors such as tenure and remote work to determine network positions that maximize productivity, innovation, and effectiveness.


Our recommendations are then based on empirical research for reliability and validity. This offers everyone, immediate impact and action, instead of needing a full time data scientist to understand what’s happening.

Feedback surveys of staff ranging from 100-10,000+ respondents can offer an incredible amount of data, but being able to process and understand its value has been challenging, until today.

How Cophi processes, visualises & actions complex data:

Cophi’s AI approach is rooted in extensive research on organisational network analysis. By combining traditional organisational data with insights from studies on social, strategic, and operational networks, we can predict optimal network structures.

For example, we consider factors such as tenure and remote work to determine network positions that maximize productivity, innovation, and effectiveness.


Our recommendations are then based on empirical research for reliability and validity. This offers everyone, immediate impact and action, instead of needing a full time data scientist to understand what’s happening.

3) Tangible, trackable, visualised behavioural change:

While existing surveys can offer fantastic insight on how people are feeling in your organisation, understanding and recording the impact of any actions that have been taken is a job in itself.

How Cophi drives behavioural change:


Traditional engagement surveys show how an organisation feels, Cophi shows how it truly works. It uniquely provides actionable recommendations for improvement that can be owned by people on the front line who often have the most impact in making changes.

This drives behavioural change which is the key to sustainable business improvement. As Cophi is repeatable and trackable, it offers exceptional insight into how your network changes and evolves.

While existing surveys can offer fantastic insight on how people are feeling in your organisation, understanding and recording the impact of any actions that have been taken is a job in itself.

How Cophi drives behavioural change:


Traditional engagement surveys show how an organisation feels, Cophi shows how it truly works. It uniquely provides actionable recommendations for improvement that can be owned by people on the front line who often have the most impact in making changes.

This drives behavioural change which is the key to sustainable business improvement. As Cophi is repeatable and trackable, it offers exceptional insight into how your network changes and evolves.

While existing surveys can offer fantastic insight on how people are feeling in your organisation, understanding and recording the impact of any actions that have been taken is a job in itself.

How Cophi drives behavioural change:


Traditional engagement surveys show how an organisation feels, Cophi shows how it truly works. It uniquely provides actionable recommendations for improvement that can be owned by people on the front line who often have the most impact in making changes.

This drives behavioural change which is the key to sustainable business improvement. As Cophi is repeatable and trackable, it offers exceptional insight into how your network changes and evolves.

Contains photo of person putting a piece of computer hardware into place and a separate photo of a woman handing a man a box with a small clock icon above.
Contains photo of person putting a piece of computer hardware into place and a separate photo of a woman handing a man a box with a small clock icon above.
Contains photo of person putting a piece of computer hardware into place and a separate photo of a woman handing a man a box with a small clock icon above.
Contains photo of person putting a piece of computer hardware into place and a separate photo of a woman handing a man a box with a small clock icon above.

Our AI, making sense of sentiment in your organisation:

Our AI leans on years of research on organisational network analysis:

Our AI leans on years of research on organisational network analysis:

Our AI leans on years of research on organisational network analysis:

This knowledge can inform decisions and strategies that promote collaboration, communication, and overall effectiveness in the workplace.

Synthesizes date from across the organisation:

Synthesizes date from across the organisation:

Synthesizes date from across the organisation:

Cophi gains a comprehensive understanding of how various factors, such as reporting relationships, location, role attributes, and demographics, influence network structures fit together. This enables us to make informed choices and recommendations regarding those interactions and connections within the organisation.

Considers factors like tenure, remote work, and location:

Considers factors like tenure, remote work, and location:

Considers factors like tenure, remote work, and location:

Employees' specific circumstances, such as their tenure in the organisation, remote work arrangements, and physical location, are taken into account. This recognition ensures that network structures and recommendations align with their unique situations, fostering a sense of fairness and inclusivity.

Proposes optimal network structures across an organisation:

Proposes optimal network structures across an organisation:

Proposes optimal network structures across an organisation:

The AI's ability to forecast optimal network structures allows employees to envision and create networks that facilitate collaboration, knowledge sharing, and innovation. This can lead to increased job satisfaction, better problem-solving capabilities, and improved performance at both individual and organisational levels.

Considers social, strategic, and operational networks:

Considers social, strategic, and operational networks:

Considers social, strategic, and operational networks:

Employees benefit from a holistic understanding of various network types, including social networks (based on trust, feedback and energy), strategic networks (focused on clarity and improvement), and operational networks (task oriented). This knowledge empowers individuals to navigate these different networks and leverage them effectively to accomplish their goals.

Longer tenured employees occupy central positions in strategic and advice networks:

Longer tenured employees occupy central positions in strategic and advice networks:

Longer tenured employees occupy central positions in strategic and advice networks:

This recognition acknowledges the expertise and influence of longer tenured employees, particularly senior leaders. It encourages the sharing of knowledge, mentorship, and collaboration, fostering a culture of learning and professional growth within the organisation.

Determines network positions and connections for productivity, innovation, and effectiveness:

Determines network positions and connections for productivity, innovation, and effectiveness:

Determines network positions and connections for productivity, innovation, and effectiveness:

Every respondent benefits from the AI's ability to identify network positions and connections that optimise productivity, innovation, and effectiveness. This insight empowers leadership teams to strategically position individuals within networks, match valuable connections, and contribute meaningfully.

Highlights the variety of your organisation network dynamics:

Highlights the variety of your organisation network dynamics:

Highlights the variety of your organisation network dynamics:

By identifying significant variances between predicted and actual network structures, employees can recognize opportunities to make changes in their network dynamics. This could involve strengthening relationships, increasing collaboration, or reevaluating communication channels to foster more effective interactions and achieve desired outcomes.

Strengthens relationships and reciprocity between managers and teams, bridging silos:

Strengthens relationships and reciprocity between managers and teams, bridging silos:

Strengthens relationships and reciprocity between managers and teams, bridging silos:

Employees benefit from the AI's focus on strengthening relationships and reciprocity between different teams and hierarchical levels. This emphasis promotes collaboration, knowledge sharing, and a sense of shared purpose across the organisation, breaking down silos and facilitating a more cohesive work environment.

Want to improve how people work together?

Want to improve how people work together?

Book a discovery call

Book discovery call

Book a discovery call