Detecting TOXIC Leadership at the workplace - PeopleCube

Culture sets the environment in an organization and Engagement indicates how employees interact at the workplace. But both Culture and Engagement are dependent upon the Leadership which defines them and sets the ball rolling. More often, a disengaged workplace and a distraught Culture is a result of TOXIC leadership.

A leadership is TOXIC when:

• They don’t ‘Walk the Talk’
  
• Are Dishonest in their dealings -
  
• Are Dictatorial in setting plans, targets, and processes
  
• Are Non-transparent in their communication
  
• View people as mere resources counted as numbers on a spreadsheet.
  
• Are Taskmasters with no delegation or empowerment.
  
• Take  the credit of the team’s success and crush them even at a hint of a failure
  
• Individuals avoid them and never reach out to them for any issues.
  
  So how do we measure this Toxic Leadership and stem it before it becomes a pandemic infecting the whole organization.
  
  One  the way is to read the contents of the emails, chats and other communiqué emanating from the leading individuals and using a NLP algorithm to note the Tone and Degree of negativity in interactions. This, of course, can help to determine the Degree (# of negative tones / total tones) but is still inconclusive considering many modern offices use slang and cuss words casually in day to day interactions. Additionally, less number of emails or more does not indicate less or more communication. The second way, which is more incisive in capturing people's data and analyzing it, is to conduct a Organisation Network Analysis. This could involve the first step to some extent but also includes an additional attribute specific survey and personality analysis. This gives an immediate understanding of the nature of the Leadership and how it impacts the team from achieving its business objectives.
  
  
  TOXIC leadership is septic which should be addressed and rectified before it becomes gangrene leading to amputation of employees and business groups. For further details on how we do it please visit www.peoplecube.ai

AI in People Analytics

The greatest buzzword of the last decade was most certainly ‘Artificial Intelligence’ with even movies being made on this subject.

AI is hailed as a game-changer and its applicability in all aspects of life has been heralded as the next technological frontier.

Likewise ‘People Analytics’ is a space where AI will play a great role.Many are gung-ho about AI applications and most are unaware of how exactly it would work or not work.

It's important to note here that People Analytics uses more of ‘People-Attribute’ data than ‘HR- Transaction’ data for analysis.

Hence AI will play a great role in the following areas of People Analytics and its application:

• AI will help to identify the right attributes impacting ‘People’ in an organization.
• It will help align-right ‘People Attributes’ to the business outcomes or goals as outlined by the Business strategy.
• AI should collect the employee response and present the right set of reports and dashboards.

Here’s where PeopleCube goes a notch up in applying AI

• Our AI system based on the employee response will suggest suitable recommendations
• Set up the ‘Action plans’ at every level wherever the appropriate actions have to be taken
• Based on the responses and recommendations, guide the users and employees in the form of ‘Nudges’ on how to implement them.
• Re-check the employees on whether the issues raised earlier have been allayed to some or all extent
• Re-calculate the ‘Culture & Engagement’ scores so to check for any improvements and to verify whether the ‘Nudges’ have worked or not.
• Continue with the process until the desired outcomes - People and Businesses are eventually achieved.

Our AI system also helps organizations manage their ‘Attrition’ and augment the productivity and work dynamics of its teams.

For further details on how we do it please visit www.peoplecube.ai.

Employee Engagement and Retention - PeopleCube

Retention of Employees begins even before they join an 

organization. As employees usually stick with a company for ~2 

years, hence they have to make a combination of cognitive and 

emotional decisions before joining a company.

Employee Engagement and Retention

Organizations face ‘Offer letter Renege’ at the last moment, 

thereby losing a potential employee and losing further time 

and money in searching for a replacement.

Once the employee joins the Organisation, then Retention is a

day-to-day affair. Though, its not explicitly expressed or acted 

on, but for the HR and the business, Retention of employees, 

especially high performance and potential ones become

 imperative.

Many companies assert to predict Attrition but lack in a holistic 

understanding of the forces impacting an employee. Rather they 

analyze a few transactional data to forecast based on previous

trends. Though this method lacks accuracy, still it does not help to

stem the outflow.

At Peoplecube, we look at all Attributes which impact an

Employee. Right from Career growth, Work-life balance, Team

support, Manager, Senior Management, Customer and Industry.

All these attributes one way or the other indicates how an

An employee is Engaged in the workplace. With better 

engagement here is :

• 50% less attrition

• 87% want to stay longer in their organization

• 70% in their 1st year want to continue with the same organization.

• 52% better wellbeing

• 22% less burnout

• 2X higher trust in management and

• 70-200% Overall reduced costs due to avoidance of replacements

At Peoplecube, we help organizations

• Identify the Probable candidates of Attrition and rank them.
• Identify the attrition candidates that are prone to immediate or near term exit.
• Identify potential candidates of Attrition in the near future and
• Prescribe the right recommendations to address the issues proactively and stem the outflow.

For further details on how we do it please visit www.peoplecube.ai.