TALKING

Surveys are outdated methods and can no longer be considered proficient ways of collecting data .

their responsibilities . However , this is also something companies can use positively , by learning from the experience . The goal for employees is to be happy , motivated , grow professionally and be in the right company . When an employee quits or ‘ quiet quits ’, companies can dig deeper on the reasons why , the motivations behind it , and then use this information to improve the work culture . The problem is that companies are not having these conversations and not getting this feedback . Plus , by the time they realize that an employee is unsatisfied , it is too late . This is an increasing trend that will arise as we transition into the remote world . for language . Language is key to understanding people and it ’ s what differentiates us from animals . Language is the basis of human culture .

Many tech companies are already working with Google , Microsoft or Slack . Companies are using two or more of these internal communications . These companies are already storing your aggregate conversations by default . It is simply not necessary to ask for the same aggregate information that you already have . By using your Gmail , your emails are being stored ; if you ’ re using Zoom , your conversations are being stored ; by using Slack , your messages are being stored .

Many people are working from their homes in today ’ s digital economy . Quiet quitting is a good opportunity to put all the necessary tools on the table to unearth the reasons behind this phenomenon . A major obstacle for many managers is that they don ’ t have the correct tools and once they are aware , it is often too late and proves too costly .

How can employees and business leaders oversee the wellbeing of their staff ? In previous years this has been done through surveys , but why is this no longer a proficient way of collecting wellbeing data ?

Surveys are outdated methods and can no longer be considered proficient ways of collecting data . For example , when you are posting a survey you are asking

Companies already possess this information but must learn how to better process it so that the insights are unbiased and anonymous , but still actionable . This information shows if the marketing team is worried about payroll , if your sales team is worried about a territory , or if everyone loves the tech manager . We can discover if people are worried about growth or learning opportunities too . You already have the data ; you already have the answers . You just need the AI tool to bring them to light , and that is where Erudit comes in .

How does Erudit ’ s AI People Analytics work ? Why should AI solutions be seen as a supportive tool rather than a means of surveillance ?

Erudit ’ s AI sifts through your textual communications data like Slack , G-Suite and Microsoft Teams to serve you actionable people metrics , analytics and insights . For example , you ’ ll get each team ’ s daily engagement levels and burnout risk . Every month , you ’ ll get a report that helps you understand the needs of every department and how they are doing . Plus , you get to dig into the reasons why .

All the people analytics are anonymized by the AI so you can make unbiased decisions based on organic , instead of survey data . So managers never see messages or names , they only see the insights that will help them improve their management style and better support their team members . HR can use this tool to design initiatives based on their unique workforce , plus they can track the impact through the metrics . We believe our approach is more efficient , more effective , more inclusive and less biased . p

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