Implementation of Woba as an employee retention platform – What does it require?

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In this blog

You have already recognized that working with well-being and the working environment is definitely important for your company.

Keeping up to date with your employees and continuously taking the pulse of well-being will be your most important means of being a well-functioning company with satisfied employees – who do not fall ill with stress or leave you in favor of the competitor.

Well. Important realization. Then you are that far.

But now you have to research the market and find the best provider – and not least the most optimal match for you and your company.

In this phase, ask yourself the following:


– What do we want to achieve with the platform?
– Should it be digital and dynamic?
– How much time do you want to spend on well-being work yourself?
– How much should employees be involved?
– Should the platform offer action plans built on valid research?


When you have asked yourself these questions – and not least the answer to them, well then it is just starting to probe the market for providers who have just the right solution for you and your company.

Implementation of Woba

When you have come to the realization that your platform must be digital, dynamic, intuitive, intelligent and in a beautiful design, then it may be that you are left with.

And then new questions arise – quite naturally.

A question we often get asked at Woba – and something that I’m sure you’ve wondered a time or two as well, is the following:

‘What does it require of me, as a customer, to implement Woba?’

And it is an important question, because time costs money – and of course it is something that you need to know in advance, before starting a well-functioning collaboration.


Book a demo
To learn more about, the platform and in particular whether we are a good match, we offer a free 30-minute review of Woba. It will be one of our advisors who will present the demo to you – and it will most often take place online.
In addition to showing you the platform, we will ask about the company, needs and visions. We listen to which organization you are and adapt from there which package solution you need and set a price.


The contract is sent by agreement with you, you go through it and we correct it together – and it is signed.


Onboarding based on an information meeting with your associated Customer Success Manager. Most often takes place online.


Delivery of material
To make the implementation easy and manageable, we make sure that everything is uploaded and started in the platform. The only thing this step requires is that you provide material for uploading – and that is the names and email addresses of your employees as well as the organizational structure itself. The sooner this material is delivered to us, the sooner you can get started.


Good to GO!
Now you are ready to run the first measurement. You choose from either our standardized question frames or your own designed question frames.


So no, implementing Woba’s well-being platform will not cost you oceans of time.

In the further process, your Customer Success Manager/Working Environment Advisor will follow all your measurements and provide reporting, so that you are never in doubt as to how to approach the results and how to ensure efficiency in connection with the link between the measurements and optimization of employee well-being.

It will undoubtedly be your strongest tool in future well-being work – and will ensure that you are dynamic and constantly up to date with your employees’ job satisfaction and satisfaction.

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Whistleblower - a legally required feature in your company!

Do you know that a Whistleblower scheme is required by law from January 2023? This means that if your company has more than 50 employees, you MUST have a Whistleblower scheme that follows the adopted EU regulations.



But, what does that mean?

You are employed in a company and suddenly discover that laws and regulations are being violated in the company. Now comes the whole dilemma because you know illegal things are going on, but you don’t want to jeopardize your own employment by going to your management with your knowledge. You really don’t want to focus on yourself as a person and as an employee in this scenario. And what if you report something and it doesn’t lead to any action or consequences? What if those involved find out that it was you who reported the whole thing, how will the working environment be in the future? There are really many unknowns in such a situation and the uncertainty will most often (with good reason) lead to you simply keeping your knowledge to yourself and letting things continue.

But what do you do? In its entirety, the Whistleblower scheme is a legal requirement which was introduced on the basis of creating the possibility to report various breaches of rules. It can be criminal offences, breach of confidentiality, misuse of financial resources, theft, fraud, embezzlement, fraud or bribery.

Component 1
Can Woba be integrated with our existing software?

You have probed the market and have concluded that is the absolute best match for your company and your employees. Wonderful. Then you already come a long way. But now there is an inevitable question when it comes to the technical side.

Can this new software integrate with what we already have? And that is important. Because it can take immeasurable amounts of time and effort if this part can’t just be put in place easily and clearly.

Which languages are optional in Woba?

We know it ourselves – diversity and internationalization in companies around the country has led to an exciting trend. The workplaces often consist of several nationalities. This is how we feel at Woba, where a large part of the employees are English-speaking and originally come from Belgium, Romania and India, among others. And then of course it is not an option to send out a well-being survey – which is only in Danish.

We thought about this when we built our well-being platform and therefore all question frames in the various surveys are available in both Danish and English.

Louise Aarkrog
Head of Marketing & Communication

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