Recognify TeamsBook a free demoEach person trains the skill their team needs most, such as resilience or change readiness, three minutes a day. After eleven weeks your leadership team sees what changed, team by team.
Average absence in Dutch organisations
Absence is the symptom. The cause differs per team: how people handle pressure, how they work together, or whether the work still means something to them. The scan finds which one, and the training targets that.
CBS, Q1 2026, organisations with 100+ staff · sourceLeaders whose teams adopt change in a healthy way
Resistance is normal: people hold on to the old way when they can’t see where they fit in the new one. They need support, not another announcement. Job crafting exercises help each person shape their own part in the change.
Gartner · sourceApplied from training to real work, a year later
Training fades when it happens once and fits the average. Without practice afterwards, people fall back on old habits. We follow up with three minutes of daily practice, matched to where each person stands and the situations they face at work.
Saks & Belcourt 2006, Human Resource Management · sourcePick the problem that fits your organisation and move the sliders. You see what it costs per year and how small an improvement pays for one group at the founding price.
Default: CBS, organisations with 100+ staff, Q1 2026.
At stake: the 68% of change that people don’t adopt in a healthy way (Gartner).
At stake: the 66% no longer applied after a year (Saks & Belcourt 2006). Default spend: CBS.
No two people grow alike.
Every organisation starts with its people. Most of them want to grow, and they can. What they lack is knowing where to start and how. A workshop built for the average won’t tell them, because it gives every team the same medicine.
Recognify Teams finds the one skill that will make the biggest difference for each team, then gives every person a few minutes of practice a day, made for them: matched to where they stand on that skill, set in the situations they face at work, and adjusted as they improve.
It is ethics-approved, individual answers stay private, and it plays like a game rather than homework. People keep going because it helps them.
Fifteen minutes to start, three minutes a day after that, and a second scan that shows what changed.
Everyone answers once, in about 15 minutes. The scan builds a broad picture of each team and finds the one skill that will make the biggest difference.
56 short exercises over eight weeks, each matched to that person’s level and the situations they face at work.
Day 1 of 56
The scan runs again and shows how much each team has grown. Your people see their own progress, and your leadership team gets one page with before-and-after scores per team. The growth is measurable, and because it is built as a daily habit, it lasts beyond week 11.
Each exercise uses a technique tested in peer-reviewed research.
Small enough to fit between meetings, frequent enough to become a habit.
Exercises fit each person’s starting point and their work, and they write their own reasons to change.
After every exercise, people see how far they have come.
It plays like a short game on their own phone. Nobody has to take part.
AbsencePlanning team, 18 peopleIllustrative example
People took every setback personally and carried it home. For eight weeks they practised reframing a setback and planning the next step. Peak weeks got calmer, and the team recovered faster after a bad day.
Team score on resilience, day 14 to week 11
ChangeCustomer service, 22 people, mid-reorganisationIllustrative example
People could not see where they fit in the new structure, so they held on to the old way. For eight weeks each person redesigned one piece of their own role. The new way of working stuck, because people shaped their own part in it.
Team score on change readiness, day 14 to week 11
Unused trainingSales team, 12 people, after a leadership courseIllustrative example
The course made sense, but nobody practised it afterwards. For eight weeks, small daily challenges put it into practice. What they learned in the course is now how they work.
Team score on learning agility, day 14 to week 11
Every team scanned in 14 days. If the scan finds no skill with room to improve in your teams, you pay nothing.
Don’t want the training? Pay for the scan only and keep the page with every team’s result.
per group, founding price
Includes the scan for every team, eight weeks of daily practice built per person, a second scan in week 11, and one page for your leadership team with the results per team.
PlusResults sessions with a behavioural scientist for HR and leadership, at the start and after week 11, to turn the scores into a plan for the next round. On request.
A broad picture of each team: how people act at work, how they think about pressure and change, and what they value and prefer. We measure widely on purpose. The fuller the picture, the better we can match each team to the training that will move it most, whether that is resilience, change readiness, learning agility or something else. It takes each person about 15 minutes, and results only ever show per team.
No. The leadership page shows results per team only, and never for a team smaller than five people. Individuals see their own practice. Nobody else does.
Nobody has to. Participation is on the page, so you see what the result is based on. Three minutes on a phone fits between tasks.
Real change on one skill beats a little change on five. People change by repeating the same kind of practice until it sticks, and eight weeks on one skill gives them enough repetition to get there. Training several skills at once spreads that practice thin, and you can’t tell which part did the work. With one skill, the second scan shows exactly what improved.
No. A wellbeing app gives everyone the same tips, and a training day gives everyone the same workshop. Recognify Teams first measures what each team needs, then gives each person exercises that fit their level and their work, and measures again to show what changed. It was built at Radboud University, is ethics-approved, and every exercise builds on peer-reviewed research.
Then there is nothing to train and you don’t pay. You only pay for the scan when it finds a skill with room to improve.
You get the page. What you do with it is yours: a second group, a different skill, or nothing. There is no subscription attached.