Introducing Attuned

Personalize engagement surveys and predict where and why employee turnover might occur in your organization.

Transcript

1. The Smart Survey Tool
2. Traditional employee satisfaction and engagement surveys don’t work. How do we know?
3. Employee engagement levels have not improved a bit in the past 15+ years. Source: Gallup Inc.
4. New approaches are clearly needed in improving employee engagement that result in better outcomes for users.
5. Pulse surveys have solved part of the problem by providing more actionable, real- time data. However, they can’t solve the whole problem.
6. Why? The short answer is: because people are not robots. Humans are beautifully complicated beings with diverse needs.
7. The long answer is: We know from decades of psychological research that engagement is related to values.
8. If a person’s values are aligned with an organization’s, they’re more likely to be engaged and productive, and more likely to stay at the company.
9. We also know from research that values are a product of one’s socialization and personality, and that values are preferential.
10. In other words, people are extremely diverse in what they value most, and therefore in what makes them engaged at work.
11. But current survey tools don’t take that into account. Regardless of what an organization’s or a person’s values are, they ask everyone the same questions.
12. Attuned’s 10-minute onboarding assessment, developed by I-O psychologists, measures values to send everyone personalized engagement survey questions, based on what they value the most.
13. For example, if you care most about helping others, having autonomy, and being the best at what you do, you’ll get engagement survey questions designed to measure if your work allows you to live out these values.
14. This way, companies can measure what matters, which also results in better user experience: no one has to answer questions about things that don’t matter to them. Users feel the surveys are attuned to their needs.
15. To make Attuned even smarter, we developed machine learning algorithms based on outcome data to predict where and why unwanted employee turnover might occur in an organization.
16. We developed these algorithms through one year of research, measuring people’s values, the extent to which they were aligned with their organization’s, and whether they resigned or stayed at the company.
17. This predictive analytics feature allows companies to focus their actions and resources on the areas and teams that represent real risk, and thereby meaningfully improve employee engagement in a targeted, cost-effective way.
18. Our approach has been awarded at the Wharton People Analytics Conference and the HR Tech World Congress.
19. Our first clients have been fast-growing startups and consulting firms, but pilots are also underway at Fortune 500 corporations.
20. We’ve ust started to use the team reports. I like this short and meaningful comparison of the motivational factors within our teams. Easy to use on a daily basis HR consultant, Optoforce This is amazing. anaging irector, Goodpatch www.attuned.ai