UPM Raflatac is a global supplier of label materials for branding and promotion, information and functional labeling.

Scanfil is trusted contract manufacturer and system supplier for the most demanding customers in the international electronics industry.

Global leader in copper and silver production.

Burda International PL / Media group present in 18 countries - content created by Polish branch of Burda reach 23 mln people every month.

mBank / Poland's fourth largest universal banking group and a world icon when it comes to mobile banking and innovations.

While the requirements towards leadership in the pandemic era haven’t changed significantly, the expectations in regards to them are much higher. Managing people is no longer solely the domain of HR departments; it’s now also become the key responsibility of team managers.

We recently discussed the four pillars of ethics and trust in People Analytics – privacy, security, eliminating bias, and people impact. In this article, we’d like to further discuss how – by recognizing these four elements – you can safeguard employee data and build their trust. We discuss examples of use cases and some of the best People Analytics implementations below – use them as inspiration for your own project!

If you’re considering implementing People Analytics software at your business (or are looking for a more ethical way to process employee data), it’s important to check whether it abides by the four pillars mentioned above. Your PA platform needs to respect privacy, secure data to prevent breaches, eliminate biases, and genuinely impact your people in a positive way.

Deep work and multiple context time are two metrics that let you assess productivity and perceived sustainability among employees. They are best analyzed jointly, as they give you an overview of the deep work/multiple context work time and point to any areas that require improvement.

It’s hard to imagine our lives without Internet access and mobile phones. We’ve grown accustomed to being constantly interrupted both at home and at work. Lack of time for deep work, however, has a negative impact on productivity – an issue which has brought more concern now that most businesses have moved to remote work models. We took a look at how the length of deep work streaks impacts employee productivity and how you can measure them for your business.

Depsite the fact that many industries were forced to cut costs amidst the recession, the People Analytics market was spared from this scenario. Namely, according to a study by Red Thread Research, it has witnessed a 35% annual growth rate between 2019 and 2020.

Company workload during the pandemic often translates to longer working hours. For some employees, with no office environment, the line between work and free time begins to blur. As a result, they suffer from significant overload, including those of physical, emotional, and informational nature.

In recent years, a lot of focus has been drawn towards guaranteeing the well-being and work-life balance of employees, and how leaders can support their team. However, not enough is being said on how this can take a huge toll on leaders. Especially now during COVID, they’re often overwhelmed with the number of meetings and forced to work after hours, which leads to burnout. Organizations must take care of their leaders first.

Workplace analytics measures employee behaviors and analyzes them to improve people and business performance. If implemented right, it might become a great business advantage for companies operating in the New Normal. Nowadays, the main challenge is to keep a sense of belonging among employees who work remotely. Workplace analytics gives leaders access to data linked with productivity, engagement, turnover, etc. This, in turn, helps them keep their employees happy rather than isolated. They are able to better lead their teams.