Employee well-being has an increasingly important place on employers' agendas. This is good news you would think, but according to Dimpr's founders Ferdi Gökhan and Jesse Vullinghs, there is still much ground to be gained. Their conclusion: many existing methodologies and solutions do not work sufficiently. They can do better. With Dimpr, they offer employers and employees a personalised solution.
Ferdi: "All the conversations we have now had with HR leaders in the Netherlands, but also with CEOs, employees and middle managers, make it clear that many initiatives do not have the impact they promise at all. We believe that things can be done differently and better. From that, Dimpr was born."
Dimpr is a contraction of 'detect and improve'. Jesse says: "We believe very much in the power of working from data and the piece of certainty it provides. That in itself is not unique, but how do you then ensure that those insights also lead to concrete actions? Our methodology makes the somewhat softer side of work, working together and how you feel at work, tangible. We then use our methodology to ensure that those insights lead to relevant and approachable actions that actually make a difference. The improve, in other words."
In the period leading up to the establishment of Dimpr in 2023, much scientific research has been done. For example, Jesse did his PhD research at the Free University and worked with several international professors, and Ferdi brings with him his expertise as a behavioural scientist and experience with digital products. Because, what are the knobs you can turn to ensure that people are comfortable in their own skin, cooperate better with each other and work more effectively? And how do you get people to take action in the prevention phase?
Ferdi: "Recently, we have done several projects at organisations in different industries in Brabant. From that experience, we are now taking the next steps and developing the platform further. It will now be deployed on a larger scale in Brabant, but also in the rest of the Netherlands."
A unique feature of Dimpr is that it serves multiple stakeholders within an organisation. Where many tools, for example, only provide feedback to a specific stakeholder (only the employee or only HR), Dimpr provides feedback to all stakeholders involved (employees, teams, managers and HR). Jesse: "If you involve everyone from their role, it becomes more effective and stakeholders can no longer point at each other that the other should just solve it."
"Bas Snels of Midpoint has guided us, among other things, in applying for the startup lift funding and applying for the Brabant Startup Fund funding" - Jesse Vullinghs
Ferdi and Jesse are supervised from Midpoint by Bas Snels. Jesse: "Among other things, Bas has guided us in applying for startup lift funding and Brabant Startup Fund funding. "From there, we also heard about Startups for Society and were asked to participate in The Connection."
Ferdi: "We found this very valuable. We gained several new contacts with the result that we will soon be sitting around the table with major organisations and parties."
"Of course, we also had a million dollar question, namely finding a partner to help us scale the platform. During The Connection, we were matched with the right people who can support us in this regard. Several follow-up appointments came out of that. The state of affairs now is that we are in talks with about three parties. Either they can be a possible partner, or they can reintroduce us to a network where such a partner might be found," Ferdi says.
At the same time, Dimpr already has several new customers lined up. Add to this the funding recently raised and ongoing platform developments, and Dimpr is ready to further increase their impact this autumn. "Looking ahead, we want to make even more workplaces healthier, more fun and more effective by the end of next year. For example, talks are already underway with several large organisations in the Netherlands, where we will now start the first trajectories," says a satisfied Jesse.
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