Retail leaders want one thing: teams that are motivated, capable and ready to perform. Yet many HR and L&D teams still struggle to see whether people feel prepared for their roles or motivated to learn. The Impact Survey, our latest innovation, changes that by giving clear and immediate insight into learning readiness and employee motivation. To explore this further, we sat down with Marlie Dierkens Schuttevaer, former HR Director at Action and Hoogvliet, to discuss how the tool can support retail organisations.
Retail performance depends on two things: motivation and capability. You can offer endless training programmes, but if people are not willing to learn or do not feel ready for their jobs, real impact remains out of reach. This is the challenge many HR and L&D teams face today. Marlie’s insights were sharp, practical and exactly what many retailers have been looking for.
“The Impact Survey is a tool where you see how many employees feel successful in their roles and how adaptive they are to your learning offerings.”
Marlie Dierkens Schuttevaer, former HR Director at Action & Hoogvliet
What former HR Director Marlie recognised immediately
Within minutes, Marlie saw the potential of the Impact Survey. For retailers, preparation and motivation strongly influence daily performance. According to her, HR and L&D have been searching for answers to two essential questions: Are people ready for their jobs? And are they motivated and adaptive enough to keep learning? The Impact Survey finally makes those answers visible.
As Marlie put it, “This is a tool where you see how many employees feel successful in their roles and how adaptive they are to your learning offerings.” In other words, the survey measures far more than skills. It reveals learning readiness, motivation and self-efficacy. Three powerful drivers of behaviour on the shop floor.
What HR really needs from reporting
Many HR teams struggle with dashboards that only show averages. And an average tells you very little. A score of 3.8 could hide disengaged teams, high performers, or employees who simply feel lost. Managers and employees benefit from clear actions and with these assessments they see, together with HR who is motivated, who is withdrawing, who needs targeted support and where untapped talent may be hiding. The Impact Survey surfaces these groups clearly, without guesswork or manual digging.
She also suggested a valuable next step in the product roadmap: automated quick tips for all involved. Because the Impact Survey is not anonymous, it can reveal insights at both group and individual level. Quick tips would help leaders interpret these results instantly and decide where to act. Insight becomes direction, and direction becomes impact.
Why this matters for every stakeholder
Marlie sees the Impact Survey unlocking value throughout the organisation.
For L&D
It finally provides evidence of learning effectiveness. Not based on completion rates, but on motivation, learning agility and behaviour.
For HR
It offers visibility into team motivation, readiness and well-being. HR sees risks earlier and opportunities sooner.
For managers
It gives them practical signals about where support, coaching or interventions are needed. No more waiting for quarterly reviews.
For employees
It builds self-awareness and creates a sense of support. They see their own development more clearly and feel involved in their growth.
Why this matters for the future of learning
Retail changes fast. Teams must remain adaptive, confident and capable in environments that shift daily. Traditional training cannot keep up with this pace, but insights into learning readiness and motivation can. The Impact Survey gives HR, L&D and managers a clear answer to the question that has been difficult to measure for years: Is our workforce ready to learn, grow and perform? And even better: What can we do today to strengthen that readiness?
What comes next
Marlie’s feedback gives us valuable direction, and we are taking it with us as we continue to learn from users. Over the coming months we will observe how teams use the Impact Survey in real environments, gather more insights and identify what will create the most value. We will only make changes once the data and user behaviour show what truly matters.
One thing is certain: we will keep listening, testing and improving so the Impact Survey becomes an even stronger tool for HR, L&D and managers.
👉 Curious what the Impact Survey could reveal about your teams? Get in touch.
