Insights for Engineering Excellence
Using workplace analytics to create more productive teams
How can you better understand team performance through data? 🤔We love inspiring conversations - and this was undoubtedly one of them.Peter Benei - thanks a lot for inviting Anita Zbieg, PhD to this talk and for the very intriguing questions! 🙏🎧How can you better understand team performance through data? 🤔We love inspiring conversations - and this was undoubtedly one of them.Peter Benei - thanks a lot for inviting Anita Zbieg, PhD to this talk and for the very intriguing questions! 🙏🎧
What if collaboration data could work for your team?
What if collaboration data could work for your team?What if collaboration data could work for your team?
What if collaboration data could elevate your business?
What if collaboration data could elevate your business?What if collaboration data could elevate your business?
Best practices of cross-team collaboration: Spotify, GitLab, Google, and Facebook
While it’s important to implement the right cross-department collab practices, it’s equally important to keep track of how well your multidisciplinary teams perform. This can be achieved by using a platform like Network Perspective, which helps you understand which cross-functional teams are doing a great job to maximize business outcomes, and where the processes call for refinements.While it’s important to implement the right cross-department collab practices, it’s equally important to keep track of how well your multidisciplinary teams perform. This can be achieved by using a platform like Network Perspective, which helps you understand which cross-functional teams are doing a great job to maximize business outcomes, and where the processes call for refinements.
Workplace Analytics readings recommended by Network Perspective
An increasing number of businesses are now using Organization Network Analytics platforms to analyze employee data and improve their satisfaction and productivity levels. However, wrapping your head around Workplace Analytics might seem daunting at first. To give you a helping hand, we’ve listed a few introductory readings that will explain what ONA brings to the table.An increasing number of businesses are now using Organization Network Analytics platforms to analyze employee data and improve their satisfaction and productivity levels. However, wrapping your head around Workplace Analytics might seem daunting at first. To give you a helping hand, we’ve listed a few introductory readings that will explain what ONA brings to the table.
Our speech at AgileByExample 2022 Conference
Our knowledge of hybrid and remote teams is still a greenfield compared to research on teams working in one location.🔘 What factors should wepay attention to?🔘 How to create apractical model of hybrid work?We operate according to the principle "you can manage, what you are aware of".Anita and Iza shared the knowledge about metrics & benchmarks built on 20K observations of how remote and hybrid teams work. Based on intuitive data visualisation, hints from high performing tech teams, and solid ethics upfront.They presented the model of work habits that boost team's collaboration, performance & well-being, including work patterns, teamwork, cross/team routines, meeting time and quality, focus time and work-life harmony. Are the challenges close to your heart?Check it out!Our knowledge of hybrid and remote teams is still a greenfield compared to research on teams working in one location.🔘 What factors should wepay attention to?🔘 How to create apractical model of hybrid work?We operate according to the principle "you can manage, what you are aware of".Anita and Iza shared the knowledge about metrics & benchmarks built on 20K observations of how remote and hybrid teams work. Based on intuitive data visualisation, hints from high performing tech teams, and solid ethics upfront.They presented the model of work habits that boost team's collaboration, performance & well-being, including work patterns, teamwork, cross/team routines, meeting time and quality, focus time and work-life harmony. Are the challenges close to your heart?Check it out!
Workplace Analytics at Dropbox: ensuring that every team can access, understand, and act on people data
Collecting, analyzing and sharing data can have a massive impact on your organization. However, it’s not enough to share your findings with your HR team only. You should make sure that every single team can freely access, understand and act on people's data. Turn your Workplace Analytics into a self-service for teams, just like Dropbox did.Collecting, analyzing and sharing data can have a massive impact on your organization. However, it’s not enough to share your findings with your HR team only. You should make sure that every single team can freely access, understand and act on people's data. Turn your Workplace Analytics into a self-service for teams, just like Dropbox did.
3 areas of focus for HR & Workplace Analytics – lessons from Paypal, Google, Intercom, and GitLab
Tech firms are quite peculiar; they have highly qualified employees, high attrition rate and use specific tools.As you can imagine, their workplace analytics is also rather specific. For this reason, it’s worth looking at how the biggest tech firms such as PayPal, Microsoft and Google approach workplace analytics and share a few tips on how you can do it effectively at your organization.Tech firms are quite peculiar; they have highly qualified employees, high attrition rate and use specific tools.As you can imagine, their workplace analytics is also rather specific. For this reason, it’s worth looking at how the biggest tech firms such as PayPal, Microsoft and Google approach workplace analytics and share a few tips on how you can do it effectively at your organization.
Key hybrid reality metrics – active and passive listening data
Key hybrid reality metrics – active and passive listening dataKey hybrid reality metrics – active and passive listening data
Pre hybrid metrics – selective passive listening data
Pre hybrid metrics – selective passive listening dataPre hybrid metrics – selective passive listening data
Pre hybrid metrics – key active listening data
Pre hybrid metrics – key active listening dataPre hybrid metrics – key active listening data
Challenge #1 - Planning team’s work from home & office
The first in a series of six webinars is behind us!Challenge#1 | Planning team’s work from home & office🎯 How are companies planning hybrid work?🎯 What are the best practices?🎯 What’s the most challenging? 🎯 How can data help?These and other were discussed during the webinar last Friday with our special guests: Jessica Reeves, PHR and Zuzanna Przybyla.The first in a series of six webinars is behind us!Challenge#1 | Planning team’s work from home & office🎯 How are companies planning hybrid work?🎯 What are the best practices?🎯 What’s the most challenging? 🎯 How can data help?These and other were discussed during the webinar last Friday with our special guests: Jessica Reeves, PHR and Zuzanna Przybyla.
Hybrid work - why measuring it?
Hybrid work - why measuring it?Hybrid work - why measuring it?
What is Organizational Network Analysis (ONA)?
Network Perspective | Passive listening | What is ONA?Network Perspective | Passive listening | What is ONA?
Ethics, safety, and trust in Workplace Analytics – best practices and examples to draw inspiration from
We recently discussed the four pillars of ethics and trust in Workplace 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 Workplace Analytics implementations below – use them as inspiration for your own project!We recently discussed the four pillars of ethics and trust in Workplace 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 Workplace Analytics implementations below – use them as inspiration for your own project!
4 pillars of ethics & trust in big data Workplace Analytics
If you’re considering implementing Workplace 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.If you’re considering implementing Workplace 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.
Why is the Workplace Analytics market seeing a 35% growth rate at a time of economic uncertainty?
Depsite the fact that many industries were forced to cut costs amidst the recession, the Workplace 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.Depsite the fact that many industries were forced to cut costs amidst the recession, the Workplace 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.
3 types of hybrid workplace induced overload and how to mitigate it
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.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.
How can Team Collaboration Analytics help enable people leaders?
While leaders are empowered to make business decisions and to manage people, they lack the right resources i.e. tools and data that would enable them to do it effectively. Employee data is still frequently perceived as the domain of HR – access to it, however, is still limited. This perception has to change, company leadership has to gain access to predictive and prescriptive data that will help them effectively operate in the fast-changing business world.While leaders are empowered to make business decisions and to manage people, they lack the right resources i.e. tools and data that would enable them to do it effectively. Employee data is still frequently perceived as the domain of HR – access to it, however, is still limited. This perception has to change, company leadership has to gain access to predictive and prescriptive data that will help them effectively operate in the fast-changing business world.
How to find the best time for deep work for your team? 4 easy tips to boost your productivity in a data-informed way
The ability to focus on cognitively demanding tasks is the most important team productivity factor. In fact, as noticed by Cal Newport, “deep work is like a super power in our increasingly competitive twenty-first century economy. And yet, most people have lost the ability to go deep – spending their days instead in a frantic blur of e-mail and social media, not even realizing there's a better way”. In addition, what we’ve seen during the pandemic is that a (wrongly executed) remote work model can have a detrimental effect on our teams’ productivity levels.The ability to focus on cognitively demanding tasks is the most important team productivity factor. In fact, as noticed by Cal Newport, “deep work is like a super power in our increasingly competitive twenty-first century economy. And yet, most people have lost the ability to go deep – spending their days instead in a frantic blur of e-mail and social media, not even realizing there's a better way”. In addition, what we’ve seen during the pandemic is that a (wrongly executed) remote work model can have a detrimental effect on our teams’ productivity levels.
What are the expectations for people leaders in the future of work that just arrived?
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.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.
Meeting behaviors to avoid, meeting metrics to track
While meetings are a vital element of effective collaboration, if there are too many of them, they can become overwhelming. In America alone, 11 million meetings take place every day, out of which a third is considered unproductive. This lost productivity costs companies $37 billion annually. What’s worrying is that the switch to remote working caused by the pandemic has doubled the number of meetings from 7 to 14 a week.While meetings are a vital element of effective collaboration, if there are too many of them, they can become overwhelming. In America alone, 11 million meetings take place every day, out of which a third is considered unproductive. This lost productivity costs companies $37 billion annually. What’s worrying is that the switch to remote working caused by the pandemic has doubled the number of meetings from 7 to 14 a week.
Oxygen mask for leaders first. Three lessons learned from advanced Workplace Analytics
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.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.
Future Proof People Leaders – introduction to pivoting people leadership capability building
To ensure that their people leadership capability building strategy is future-proof, organizations will need to focus on two areas – embracing a selective-intensive people leadership approach and knowing how to access and analyze team data to make more agile-based decisions.To ensure that their people leadership capability building strategy is future-proof, organizations will need to focus on two areas – embracing a selective-intensive people leadership approach and knowing how to access and analyze team data to make more agile-based decisions.
5 key metrics you don't know when you think about employee turnover
The metrics that companies currently focus on while calculating employee turnover including: employee journey, business unit, reason for leaving focus on the current state only, and do not provide any social context. Without it, businesses lack any abilities to predict when employees start thinking about exiting the company, and as a result can’t prevent it. Paying attention to metrics like workload, level of support, and learning opportunities let organizations better foresee when employees are about to quit.The metrics that companies currently focus on while calculating employee turnover including: employee journey, business unit, reason for leaving focus on the current state only, and do not provide any social context. Without it, businesses lack any abilities to predict when employees start thinking about exiting the company, and as a result can’t prevent it. Paying attention to metrics like workload, level of support, and learning opportunities let organizations better foresee when employees are about to quit.
How to build a deep work routine for a team and separate it from context switching and multitasking?
Making sure that your team has enough time i.e. at least 2 hours a day for deep work and reducing context switching is necessary to maintain high productivity. Jumping between tasks results in 80% productivity loss, which has a detrimental effect on employee performance. One of the best ways to make sure that your employees have enough time for deep work is by creating routines and tracking data. For this reason, we recommend using a platform like Network Perspective that will give you access to invaluable insights about how your teams work.Making sure that your team has enough time i.e. at least 2 hours a day for deep work and reducing context switching is necessary to maintain high productivity. Jumping between tasks results in 80% productivity loss, which has a detrimental effect on employee performance. One of the best ways to make sure that your employees have enough time for deep work is by creating routines and tracking data. For this reason, we recommend using a platform like Network Perspective that will give you access to invaluable insights about how your teams work.
How to leverage advanced Workplace Analytics with strong ethics upfront?
Workplace Analytics can bring a lot of benefits to the business without violating privacy laws or making your employees feel ambushed. In order to make this happen, you should analyze data on a team, not a per-employee level. The success of your organization doesn’t come down to analyzing an individual, but requires scale – i.e., understanding data for the entire team. Furthermore, traditional Workplace Analytics tools miss out on 99% of work experience-related data, which provide a variety of actionable insights for the business.Workplace Analytics can bring a lot of benefits to the business without violating privacy laws or making your employees feel ambushed. In order to make this happen, you should analyze data on a team, not a per-employee level. The success of your organization doesn’t come down to analyzing an individual, but requires scale – i.e., understanding data for the entire team. Furthermore, traditional Workplace Analytics tools miss out on 99% of work experience-related data, which provide a variety of actionable insights for the business.
Why teamwork analytics is vital for businesses in 2021?
Operating in the New Normal requires businesses to focus on resilience rather than efficiency, making the employee experience a priority. This will positively impact organizational growth, and help you perform better than the competition. However, to create a great employee experience, executives must have access to data, and that’s where people analytics comes into play.Operating in the New Normal requires businesses to focus on resilience rather than efficiency, making the employee experience a priority. This will positively impact organizational growth, and help you perform better than the competition. However, to create a great employee experience, executives must have access to data, and that’s where people analytics comes into play.
