Data Privacy Software Resources - Page 21

Why we want to know how people are doing and how engaged they are is easy to answer. Because we know that when people feel engaged and enabled to do their job well, they will have a happier work experience and they are more productive. We can use the engagement scores to determine where things are going well and where challenges exist. It enables managers or team leaders to identify where and when to have a conversation. It highlights which decisions, actions and programs have better effect than others. We can learn from practices that work and act quicker if there seems to be a problem. Modern software is capable to monitor, analyze and report on output of business processes and the status of production assets in real-time, except for being able to effectively measure the collective and current temperature of the often acclaimed “most important company asset”: people. As todays’ value of human capital exceeds physical capital by a factor 3:1 it is no longer acceptable that this asset class is not measured and managed with the same level of ease and accuracy as is available for all other business domains. Expertise and insights developed in Voice of the Customer programs is pivoting to equivalent dynamics in Voice of the Employee programs. Through the advent of artificial intelligence the capturing employee behavioral data has become as easy as rendering online customer analytics or operating an ERP-suite. We need a single performance indicator to enable an objective conversation about people and related behavioral performance, which can compare to conventional business parameters such as revenues, earnings and cashflow.

Employee engagement towards their work, their workplace and their colleagues is strongly dependent on their emotional attitude. Emotional attitude of the employees cannot be measured accurately using methods and tools in which rationalization (read: thinking about) of emotion is required. It is for this reason that the effectiveness of current employee engagement measurements (read: surveys or questionnaires) is limited. For example: when confronted with the question: "What is your opinion of your boss?", before answering, the employee will consciously think about his initial emotion, and in this process involve a myriad of issues not directly related to the question ("I don't like my boss, but I do get a good salary and he is always very nice and polite towards me."), which in the end gives a skewed answer. The only way to accurately measure emotion is by looking at implicit indicators of emotional engagement derived from the unconscious and expressed in the language.

KeenCorp measures the combination of tension and personal involvement in clearly defined groups of people. It identifies people related opportunities and risks through real-time language analysis of digital written text, email traffic and chat.