Whether you’re looking to improve company culture, strengthen your learning and development programs, develop a diversity and inclusion strategy, establish leadership training, or help your employees navigate change in the workplace, Bravely can help you support your most critical initiatives.
Despite the fact that U.S. companies spend upwards of $8 billion per year on diversity and inclusion, studies show that these programs and initiatives have failed to yield significant change within organizations. Studies show that employees from marginalized groups still choose not to speak up about the issues they’re facing at work for fear of retribution. With Bravely as part of your diversity and inclusion strategy, employees can connect with professional coaches for confidential conversations.LEARN MORE
When organizations prioritize workplace learning and development, their employees thrive as a result. Yet many coaching and skill-building programs are reserved for executives and managers—neglecting the people who likely need it most. What’s more, most learning and development programs are classroom-based and happen just once, making it hard for people to retain what they’ve learned. Bravely can complement your existing training strategy, helping people develop strategies for catalyzing their performance, navigating their growth, and developing their talent.
Whether the result of M&A activity, shifts at the leadership level, or company-wide restructuring, organizational change can be incredibly difficult for individuals and teams. While HR teams exist to support employees during these uncertain times, the reality is that HR Business Partners are often stretched too thin and unable to support every employee that needs a little extra guidance. Additionally, depending on the situation, these changes can often result in employees feeling like they don’t trust their leadership or understand why they’ve made the decision they’ve made. Bravely can support your employees as they adapt to their new normal, helping them thrive in their roles and stay at their companies.
The best places to work are often the organizations that prioritize developing company culture. The problem? Healthy cultures are born out of open and honest conversations—and studies show that 70% of employees are avoiding conversations with their managers, colleagues, or direct reports. By connecting employees with professional coaches for confidential conversations, they’re given an outlet to speak openly and often about whatever’s on their mind. In turn, they’re given the tools they need to improve their situation, and are less likely to spread toxicity throughout the organization by venting to colleagues.
While companies spend billions of dollars annually on learning and organizational development, managers continue to lack the support and training they need to be effective leaders. As a result, their performance and relationships suffer. With Bravely, they can connect with professional coaches for confidential conversations that help them strengthen their communication and leadership skills. Furthermore, since our coaches exist outside the walls of their office, they can feel comfortable being vulnerable, open, and honest about the things that are holding them back from success.
Four insights from our coaching data that you can act on right now
See what Bravely has learned from employees at companies like yours.Download
The cost of the Conversation Gap on workplace health
Why certain employee groups are avoiding tough conversations—and what it says about the state of the workplace today.Download
The three biggest issues facing Human Resources today
How People leaders can rewrite the narrative and encourage employees to have the conversations they’ve been avoiding.Download
How coaching can close the conversation gap
An interview with Jamie Viramontes, VP of Talent at Chipotle, and Stacey Payne, Chief People Officer at Dig InnDownload
Understanding the Conversation Gap
Why employees aren’t talking, and what we can do about it.Download
Why your employees are still struggling with performance reviews
The Conversation Gap gets even wider during review season. Here’s what HR leaders can do about it.Download
Session stories: What really happens in a Bravely session
She was going to leave her job. Bravely helped her approach her manager and stay.Download
In the News
Objectivity Matters: Why Organizations Need A Neutral Third-Party Resource To Support EmployeesRead more
Can this platform keep frustrated LGBT workers from quitting?
Bravely combines AI with real-life professional coaches to help LGBT employees (among others) deal…Read more
I tried the free, personalized career-coaching app offered by companies like Zillow and Evernote, and it was a massively productive 45 minutesRead more
If your CEO has a coach, maybe you deserve one too
Imagine the first day of a new job. The IT department sets you up with a new computer, the HR…Read more
Sexual Harrassment: There’s an App to Report That
Some companies experiment with apps designed to make reporting bad behavior at work easierRead more
HR has lost the trust of employees. Here is who has it now
Human resources has to be one of the greatest bait-and-switch professions one can join today.Read more
On the blog
World of Work | July 10, 2019We’re not talking enough about this challenging aspect of diversity, equity, and inclusion.
World of Work | June 11, 2019Can a reporting hotline do the job of a coaching resource?
World of Work | June 05, 2019Corporations like Sephora continue to hope diversity training will make a difference. Here’s what they should do instead.
World of Work | April 25, 201910 actionable ways leaders can prioritize diversity, equity, and inclusion
World of Work | March 11, 2019How much does purpose matter to your people? Engaging employees in the age of “workism”
World of Work | March 05, 2019Is it better for managers to be feared or respected?
World of Work | May 16, 2018Why your company should have an inclusion toolkit — and how Bravely can help
World of Work | March 02, 2018We need a better first step for resolving conflict at work