In the latest HCI Webinar, Dr. Jonathan H. Westover talks with Pam Cohen about measuring workforce sentiment from external sources and data sets, to find patterns that impact business and reputation. Below is a summary of the main points from their conversation! Check out the full episode and let us know what you think!
Watch the episode here:
Quick Recap
Jonathan and Pam emphasized the importance of measuring workforce sentiment using external data sources to improve organizational performance and the need to link these intangible elements to bottom-line performance. They also discussed the value of employee survey feedback, the potential issues surrounding anonymous responses, and the predictive value of their approach in identifying risk indicators. Lastly, they highlighted the significance of understanding and managing an organization's culture to mitigate risks and improve performance.
Measuring Workforce Sentiment for Success
Jonathan and Pam discussed the importance of measuring workforce sentiment using external data sources to improve organizational performance. Pam, the chief product officer of Aniline, emphasized the significance of understanding employee attitudes and communication for successful strategy-making. She also highlighted the need to link these intangible elements to bottom-line performance. Jonathan agreed, pointing out that happy and engaged employees not only benefit the organization but also contribute positively to the wider society. They concluded by stressing the significance of presenting a clear business case for initiatives that aim to improve employee satisfaction, the environment, and other social aspects.
Intangible Factors and Employee Sentiment Data
Pam and Jonathan discussed the importance of considering intangible factors in business for more meaningful and sustainable outcomes. They talked about the significance of employee sentiment data in this regard, with Pam explaining that her company, Analyze, collects data from 27 sources to provide a comprehensive understanding of employee sentiment. Jonathan emphasized the need for confidentiality and anonymity when gathering such data, and both agreed on the potential benefits of using this information to drive positive changes within organizations. They encouraged the audience to learn more about Aniline's work and to reach out to Pam for further discussions.
Employee Survey Feedback and Predictive Analytics
Pam and Jonathan discussed the value of employee survey feedback and the potential issues surrounding anonymous responses. Jonathan shared his plans to release a survey on June 13th and emphasized the importance of anonymity to encourage open responses. However, he also noted that some organizations track IP addresses to identify respondents, which can lead to distrust issues. Pam highlighted the positive feedback they've received, indicating that 52% of comments are constructive. She also explained the potential benefits of such feedback for companies to identify hidden biases and make positive changes before morale is impacted. Additionally, they discussed a recent study where they scraped data from several banks to identify risk indicators before failures, demonstrating the predictive value of their approach.
Managing Organizational Culture for Performance
Pam and Jonathan discussed the importance of understanding and managing an organization's culture to mitigate risks and improve performance. Pam explained their method of data collection and analysis, which involves scraping and normalizing data from various sources to identify strong themes and construct definitions. This approach allows for data-informed decision-making and helps organizations address cultural misalignments.
Listen to the webinar here:
