Why Actvo

The Dunning-Kruger effect causes over - or underestimation of skills - while impostor syndrome makes high achievers doubt their abilities, attributing success to luck.

People often misjudge their abilities due to a lack of external feedback, especially in areas without clear benchmarks.

Cultural norms shape self-perception, with some emphasizing humility and others self-promotion, distorting self-assessment.

Accurate recognition of strengths requires reflection and feedback, which many neglect, compounded by the introspection illusion.

Education and work often focus on weaknesses, leaving strengths underacknowledged.

Gartner's "Top Strategic Predictions for 2024 and Beyond" highlights the necessity for organizations to adapt their approaches in response to AI advancements.

Many companies lack accurate systems for identifying employee skills, with only 14% effectively developing critical talent for future roles.

Businesses often misallocate talent, neglecting employees’ unique capabilities, which leads to disengagement and turnover.

Organizations frequently hire externally rather than upskilling existing employees, exacerbating skills shortages.

Poor use of advanced analytics and resistance to change hinder talent recognition and utilization.

A 2023 survey by Gallagher revealed that 34% of internal communicators cite a lack of time and capacity as a significant challenge, which can impede open communication channels within hierarchical or authoritarian work cultures.

The same Gallagher survey found that 30% of communicators struggle with disengaged employees, suggesting that ineffective feedback mechanisms may discourage employees from voicing concerns.

A 2023 report by the Society for Human Resource Management (SHRM) indicated that 66% of organizations identified employee mental health as a top concern, yet many employees still fear discussing mental health issues due to stigma.

A 2023 article in HR Daily Advisor noted that poor or insufficient communication can lead to increased turnover, particularly when transparency is lacking, suggesting that employees may doubt their managers' competence in handling issues effectively.

A 2023 survey by the Workplace Bullying Institute found that 60% of employees experiencing workplace bullying did not report it, fearing retaliation or being labeled as troublemakers.

According to a 2023 report by Oak Engage, 46% of internal communicators believe that poor internal communication leads to low morale and high staff attrition, indicating a lack of trust in HR's effectiveness.

Traditional training often follows a one-size-fits-all model (which is great for compliance), but fails to address individuals broader learning needs, skill gaps, and career aspirations. A LinkedIn report found that 94% of employees would stay longer if training was tailored to their style of learning.

Generic programs lead to disengagement, with e-learning completion rates as low as 15% (Harvard Business Review). Employees prefer personalized, role-specific training, with 60% more likely to engage when content is tailored.

Outdated classroom or lecture-based formats are inflexible and poorly suited to modern learners. McKinsey highlights growing demand for dynamic, on-demand, and digital solutions.

Employees often cite lack of time as a barrier, with rigid training schedules conflicting with heavy workloads (Deloitte).

Many programs fail to connect training with career growth. Gallup reports 87% of millennials value professional development, yet feel unsupported.

Traditional methods struggle to keep pace with evolving skill demands. Employees prefer continuous, adaptive learning to stay relevant in dynamic markets.