Sapience Analytics, Author at Sapience

Sapience Analytics Partners with HCL Technologies to Bring Enhanced Digital Workplace Solutions to Market on a Global Scale

The two technology leaders defining the future of work will collaborate
in a multi-year technology development and global distribution partnership

PLANO, Texas – Jan. 13, 2022 – Sapience Analytics, a market leader in knowledge workforce management, today announced a partnership with HCL Technologies (HCL), a leading global technology company, to develop and distribute technologies to support employee productivity improvement. Under the terms of the partnership, HCL will enhance and resell Sapience’s knowledge workforce management solution, which has been used by more than 90 companies across the globe.

HCL and Sapience development teams will collaborate to meet the changing needs of global enterprises by further enhancing Sapience’s market-leading solution. The technology aggregates thousands of data points from every corner of the enterprise, every 15 seconds, to provide an unprecedented level of operational visibility around resource investments in people, processes and technology, for a fully automated and real-time multifaceted view of Enterprise Effort and areas for improvement. HCL plans to develop additional features and functionality on Sapience’s existing platform in the form of derivative products to address new and emerging workplace needs. HCL will also integrate the technology with additional products from HCL’s portfolio to extend its product roadmap and customer value, including Work from Anywhere solutions.

The enhanced technology will be offered as part of HCL Technologies’ Digital Workplace Services practice, which has empowered high-performing workplaces across 130 global businesses, via improved productivity and collaboration through automation, artificial intelligence, and actionable insights to revolutionize the workplace.

The new partnership builds on an existing customer-vendor relationship Sapience and HCL have had for the past few years. “As a result of HCL’s Sapience deployment within our organization and its integration with our processes, we have seen higher employee productivity, better employee work-life balance and quantifiable incremental value for our customers,” said Vijay Anand Guntur, Corporate Vice President, Engineering and R&D Services, HCL Technologies. “In the new normal and beyond, as organization functions evolve and adapt, HCL is excited to partner with Sapience to help organizations assess their employees’ productivity, engagement, performance and enable functional leaders to make data-driven decisions to transparently improve the productivity profile of the organization.”

“With new ways of working constantly evolving, the need for advanced work analytics to better understand employee engagement, device effectiveness, productivity, and organizational capacity is critical for companies to prosper in this New World,” said Brad Killinger, Sapience CEO. “We are excited to partner with HCL to help organizations worldwide leverage cutting-edge technology to support a successful workplace that is the key to growth.”

About Sapience Analytics

Sapience Analytics, founded in 2009, delivers your work data your way to amplify workplace productivity across people, processes, and technology. For permanent and contingent employees, our platform is designed to leverage work data trends to optimize the workforce. Having analyzed over one trillion work hours across many different industries, our flagship product, Sapience Vue, connects seamlessly with endpoint devices and various applications providing visibility into work patterns, employee engagement, productivity, asset management, workforce capacity, and team utilization for greater control and confidence in managing in a remote or hybrid workforce. Visit sapienceanalytics.com for more information.

Send Media Inquiries to:
Sonyett Bailey
Director of Marketing
Sonyett.bailey@sapienceanalytics.com

Workforce Efficiency: Expectations vs. Reality

Like most business leaders, you probably have a firm set of beliefs regarding optimizing workplace efficiency. However, everyone’s opinions on the topic vary. In the post pandemic era, employees have some expectations regarding the workplace environment they will experience.

Unfortunately, there is often a major disparity between individual expectations and reality, which can cause friction in the workplace, hinder productivity, and create a toxic culture that takes years to remedy.

Understanding the Gap Between Expectations and Reality at Work

If you hope to maximize workforce efficiency while also creating an environment that attracts quality talent, you must understand the gap between expectations and reality.

While many factors can create this gap, a lack of communication is often to blame. Today’s employees need clear objectives, regular performance feedback, and organizational transparency. Otherwise, workplace efficiency will suffer.

Close the Gap on Common Expectations About Workforce Efficiency

Expectation #1: There Will Always Be Continuous Performance Feedback

Our society has reinforced the idea of instant gratification. Packages can be delivered overnight. People can connect with friends and family in seconds via social media platforms or text messages. Individuals can even travel across the globe in hours, not days.

These developments in the post pandemic era have led employees to expect continuous performance feedback.

Reality

Continuous performance feedback is a great way of helping staff members realize their true potential. However, feedback is often deprioritized in the scheme of a manager’s day. With a work analytics platform like Sapience Vue, both the manager and employees have access to unbiased data. No more guessing. Work data opens the conversation to improve individual performance levels through engagement and transparency for greater efficiency while embracing a healthy work-life balance.

Expectation #2: Work and Personal Life Should Be Strictly Separated

The traditional approach to business involves a very strict separation of work and personal lives. Before the rise of cell phones, social media, and easy access to laptops, employees could unplug from work at the end of the day and have real downtime to reset for the next workday.

Reality

Technology and our modern society’s “always connected” reality have blurred the lines between work and play.

While it is important for employees to focus on their work responsibilities while on the clock, enforcing overly strict rules can create unnecessary stress. This enforcement can lead to an imbalance between one’s professional and personal life, which will crater staff morale.

Sapience Vue gives employees the ability to understand their daily activities and contribute to a balanced work and personal life distribution.

Expectation #3: More Hours Worked Equals More Productivity

Another common expectation is that the more hours an employee works, the higher their net productivity. Unfortunately, this belief may lead employers to push staff members a little too hard, especially when an important deadline looms.

Reality

While traditionally used in economics, the law of diminishing returns applies to employees as well. Overworked employees will experience a steep decline in productivity. Sapience Vue encourages breaks and screen-free time to reduce job burnout. The software uses data-driven results to optimize workforce efficiency without overworking employees.

Expectation #4: Multitasking Improves Focus and Productivity

Multitasking is an excellent way to be more productive. In theory, you are completing two tasks simultaneously. Are you completing the tasks successfully.

Reality

The truth of the matter is that multitasking can decrease productivity. Recent research suggests that multitasking employees will have lower performance, attention span, and comprehension.

Multitasking is not the only productivity killer. Disruptions are another major workplace issue that can make employees far less productive. On average, it takes an employee over 23 minutes to refocus on their original task following a disruption. Workforce analytics can be used to optimize employees’ schedules and maximize productivity.

Strategies to Manage Workforce Efficiency Expectations

While the gap between expectations and reality can seriously hamper workforce efficiency, some effective strategies can overcome these issues. If you want to nurture a positive workplace culture and improve productivity, we recommend that you:

Create Transparency in Your Business

Everyone loves transparency, especially digital employees. From the moment you begin interviewing prospective employees, make sure to set clear expectations. Explain their role at your company, what type of work they will be doing, and why their services are valuable to the organization.

Implement Effective Reporting Processes

By implementing modernized productivity reporting processes, you can leverage the power of data analytics to improve internal business practices.

Your managerial staff can quickly review data regarding employee productivity and performance at the touch of a button. They can use this information to identify which staff members need additional training, exceed expectations, etc.

Provide Current and Timely Feedback

Lastly, you must provide employees with current and timely feedback regarding their performance. This strategy includes offering guidance to struggling staff members and praising individuals exhibiting a high level of productivity.

Maximize Workforce Efficiency with Sapience Vue

If you want to improve the way you manage expectations in your organization while simultaneously maximizing workforce efficiency, Sapience Analytics can help.

Our leading-edge platform, Sapience Vue, can provide near real-time insights into the productivity of your employees. This platform is a comprehensive work analytics and reporting software that can evolve how you interact with your staff.

Learn more today with a one-on-one discussion tailored to your business needs. Request a demo today.

Magazine Article: Rewiring the Remote Enterprise – The role of workplace analytics in digital transformation.

Click to Read PDF

Article extracted from RWS online magazine.

Article Highlights

The disruption we have experienced with COVID has been unprecedented. Practically over night, the workforce transitioned to de facto work from home. Not only were organizations struggling to determine how to right-size and right-site the post-pandemic workforce, but they are also challenged to find new ways to manage the distributed workforce.   Workforce analytics adoption is crucial to reveal insights of how work is being performed across the enterprise. These insights are the foundation for process improvement, understanding work “wastage,” uncovering training and coaching needs, shifts in software utilization, and employee engagement trends and opportunities.

About Remote Work Solutions Magazine

Remote Work Solutions (RWS) is a quarterly print magazine and digital news and information source dedicated to serving enterprise IT, HR, purchasing, and C-suite executives who are faced with the unique challenges of supporting and enabling remote and hybrid work forces. RWS’s staff of work-from-home experts also provides its customer with custom-tailored and on-demand content and PR services.

About Sapience

Simply put, the way we work is shifting drastically. Work-life balance and flexibility are now at the top of the list of things that modern workers look for in a company. At Sapience Analytics, we truly believe that today’s employees can be productive from anywhere. Having a remote workforce doesn’t mean you have to sacrifice quality or performance.

Sapience Vue enables employees and employers to build an innovative, data-driven approach to work. We strive to enable every digital employee to achieve optimal personal performance and a healthy work-life balance—all while maintaining the highest levels of privacy and security.

Contact the Sapience team today to learn how our employee engagement solutions can drive your digital transformation.

Sapience Analytics Names Sue Watts as the First President of Operations

PLANO, TX, Dec. 14, 2021Sapience Analytics, leading SaaS-based work analytics company is pleased to welcome Sue Watts as President of Operations. Watts is a recognized Technology Industry leader with an outstanding track record of building high-performance global teams across all areas of business, including sales, consulting, business transformation, finance and accounting, delivery operations, and human resources.

In her new role with Sapience, Watts will oversee critical business operations to include sales, partners, marketing and customer success. Prior to joining Sapience, Watts was an Executive Vice President at Capgemini where the firm leveraged her depth of experience most recently to lead large scale business transformation, complex client accounts, and people safety and business continuity matters associated with the US/Canada COVID pandemic.

“We are thrilled to have Sue join our team. Her vast business experience and strategic planning expertise will help us achieve our growth agenda while also continuing to create value for our customers,” said Killinger.

Watts career has included other key roles at Capgemini as CEO, Americas Outsourcing and Corporate Vice President, Application Services. She was also COO at Xerox and held several leadership positions with Unisys Corporation. In addition, Watts is also an independent board member with HCI Group.  

Watts said, “As a member of their Advisory Board for the past few years, I have witnessed the progress of Sapience Analytics. Firsthand, I know that this company sits in a prominent market position during a unique time. I am excited to join Brad and others as part of the leadership

team that will help expand the company’s capabilities to bring work analytics to the forefront of the modern business.”

Watts holds an MBA with a concentration in Finance from the University of Notre Dame, and BS degree in Business from the Indiana University where she was also a member of the women’s basketball team. She currently resides in Florida.

About Sapience Analytics (sapienceanalytics.com)

Sapience Analytics, founded in 2009, delivers your work data your way to amplify workplace productivity across people, processes, and technology. For permanent and contingent employees, our platform is designed to leverage work data trends to optimize the workforce. Having analyzed over one trillion work hours across many different industries, our flagship product, Sapience Vue, connects seamlessly with endpoint devices and various applications providing visibility into work patterns, employee engagement, productivity, asset management, workforce capacity, and team utilization for greater control and confidence in managing in a remote or hybrid workforce.

Podcast: How to Unlock the Power of Employee Wellbeing Metrics with Bradley Killinger

As we navigate this new era of hybrid work, employee wellbeing has become a topic of mainstream conversation in the workplace. So, our CEO, Brad Killinger was excited to join Veamly’s Productivity & Engineering Podcast to highlight the importance of employee engagement and provide insights on designing a data-driven approach to work in today’s hybrid workplace. His episode covered many important topics that represent the major opportunities and challenges we must adapt to in the “new normal” of work.

Podcast Highlights

Having worked in technology for over 25 years, Brad has a lifelong passion for helping customers succeed and is the driving force behind Sapience’s aggressive global expansion strategy.

“At the end of the day, hybrid work is here to stay. The world is moving away from gut-feel management and toward data-driven, smart decisions,” said Brad.

As stated by Brad, “Employees are working too many hours. So, companies need to do a better job of clearing the deck for them instead of expecting them to clear the deck.” This is where employee metrics come into play. Leveraging big data allows organizations to drive more efficient operations. Plus, with a hybrid working model, employees can juggle other facets of their lives much better.

So, what makes hybrid work effective? And how can organizations prepare for it? Listen to the full episode now on The Productivity & Engineering Podcast to hear Killinger’s take on the next generation hybrid model .

About Veamly

“Built by engineers, for engineers. Trusted across teams.” Veamly helps engineering teams become more unified and productive, but more importantly, improves their work experience.

The Productivity & Engineering Podcast was started to introduce users to the best practices, tips, and tricks for getting the most out of your day. Learn more about Veamly’s dedication to digital wellbeing here.

About Sapience

Simply put, the way we work is shifting drastically. Work-life balance and flexibility are now at the top of the list of things that modern workers look for in a company. At Sapience Analytics, we truly believe that today’s employees can be productive from anywhere. Having a remote workforce doesn’t mean you have to sacrifice quality or performance.

Sapience Vue enables employees and employers to build an innovative, data-driven approach to work. We strive to enable every digital employee to achieve optimal personal performance and a healthy work-life balance—all while maintaining the highest levels of privacy and security.

Contact the Sapience team today to learn how our employee engagement solutions can drive your digital transformation.

Workforce Productivity Analytics: The Fitness Tracker for a Healthier Enterprise

Today’s hybrid work environment brings its own set of challenges.

Employees are seeking out new ways to effectively do their jobs, while adjusting to a world in which the lines of demarcation between home, work, and school have fundamentally blurred. Managers have to find new strategies for motivating their teams remotely—driving the corporate agenda, while staying connected enough to spot signs of burnout, or recognize when extra help is needed.

Having a tool to measure effort and performance can help combat all of these challenges. It gives employees a window into how they spend their time during the day, so they can actively work with their managers to focus their efforts where they add the greatest value.

For example, let’s say I’m an employee who consistently has to put in extra hours to get my work done. I know I’m that busy all of the time, but, at the end of the day, I really can’t tell you what I did or what I accomplished. All I know is that it was an action-packed day and I’m tired.

If I had access to a tool that measured my activity throughout the day, I could see that I spend about 50 percent of my time in meetings, and do a self-assessment. Did I have a voice in those meetings? Was my presence really necessary, or was I included out of habit, or professional courtesy? Could the meeting content have been more efficiently communicated via email and saved an hour of my day?

I now have the insight I need to have an objective conversation with my manager about how I’m spending my time, what I’m accomplishing, and how I can be more efficient—which, in this case, is opting out of non-essential meetings.

Using this software, employees have a tool to better understand their own work habits, and managers have a means to more effectively coach and engage with employees—regardless of whether they’re working remotely or two offices away.

The real power of the tool is the transparency—the fact that employee and manager are seeing the same data. It’s not one entity monitoring the other. It’s employee and manager working together, using real data to improve productivity, job satisfaction and outcomes.

We live in a world where we are constantly tracking everything we do. We get up in the morning and look at the fitness tracker on our wrists to check our sleep patterns, our heart rate, our oxygen levels, and how many miles we ran—or steps we took—the day before.

We are constantly monitoring and assessing ourselves because we want to get better.

A workforce productivity analytics tool gives us that same kind of feedback on our work performance. It’s a way to assess how we’re spending our time, what we’re accomplishing, and offers up the insight we need to get better—as employees, as managers and as a collective organization.

5 Checkboxes Your Outsourcing Governance Model Must Answer

For most organizations, jumping on the outsourcing-governance-bandwagon is the most obvious business decision for improving productivity and the value of their contingent workforce. Plus, it is seemingly the most cost-effective way to get the maximum value from operations—depending on how well it is governed, of course. There is a right and wrong way to deploy a vendor management model, so how do you avoid the pitfalls?  

Ask yourself these five questions to reduce any and all risk involved in getting value from your service provider.

1. Is there sufficient visibility in your operations?

Simply put, if you don’t know what is transpiring at the vendor’s end, you will have no control over your own operations. Unless you are fully on board with every single initiative and aspect of the work, you will have no real insight into how things are progressing and will not be able to predict the outcome of the engagement, be it financial or delivery.

2. Are your vendor’s goals aligned with yours?

Have you and your vendor agreed upon your priorities? Something that is highly critical for you might be less of a priority for the vendor. More often than not, this leads to a difference in expectations of the outcome, possibly creating friction between the two teams. 

3. Have you established Standard Benchmarks?

Uniform benchmarks mean you have established SoPs, making it so much easier to evaluate your vendor teams and thus drive change when needed. With standard benchmarks, you are empowered with the knowledge that helps you negotiate and course-correct before issues escalate.

4. Is your vendor management team properly staffed?

An inefficient vendor management process can potentially lead to overstaffing. This results in the vendor team wasting time collecting and making reports when in actuality, an automatic system can do the job much better. Instead, direct this time and effort at meaningful tasks, ultimately leading to actionable insights and enhanced performance.

5. Is accountability established?

Unless accountability is clearly established, unfulfilled goals and missed deadlines can lead to a blame game. At the end of the day, implementing scientific and automated ways of creating service levels will put you in control of your precise goals. Watch your project flourish once every member of the vendor’s team knows their role and acts accordingly.

Vue Integration Framework

Sapience Analytics Empowers Distributed Workplace Visibility and Productivity and Transformation via Effort-to-Outcome Correlations

Out-of-the-box integrations with Microsoft Office 365, Microsoft Teams, Microsoft Azure, Google Calendar and Salesforce, with near limitless integration capabilities to other systems and applications, enables analysis of any employee journey in the digital workplace

PLANO, Texas – June 8, 2021 – Sapience Analytics, the market leader in knowledge workforce management, today introduced its new integration framework for its Sapience Vue enterprise work activity analytics, insights and productivity product that correlates efforts to outcomes across any employee journey. 

The demand for work analytics has grown significantly since the onset of the COVID-19 pandemic, and organizations have had to shift their resources to support shelter-in-place, work-from-home models. Distributed workforce management strategies have also shifted, moving from line-of-sight and in-person practices to digital-first remote management approaches.

Sapience, used by more than 90 enterprises across 18 countries worldwide, aggregates thousands of data points from every corner of the enterprise, every 15 seconds, to provide an unprecedented level of operational visibility around resource investments in people, processes, and technology, for a fully automated and real-time multifaceted view of Enterprise Effort and areas for improvement. 

The new integration framework provides organizations with ultimate integration extensibility via the ability to connect any additional systems and applications. This enables organizations to easily customize their data integrations streams to correlate work efforts to outcomes across any and all employee journeys. The new integration framework provides a blended view of effort data with output data, enabling organizations to identify the combination of work activities that consistently produce optimum results.

The product offers out-of-the-box integrations to popular digital workplace platforms for knowledge workers, sales and IT staff. These include Microsoft® Office 365 and Google Calendar – to support email, teams and meetings analysis; Microsoft® Teams for chat and voice call analysis; Microsoft® Azure for DevOps stories/tickets analysis; and Salesforce for customer support cases and sales opportunities and leads analysis.

With Sapience Vue, organizations can gain insight into what’s happening in every functional area of the enterprise, including:

  • Sales activities by team.
  • The amount of time individual sales representatives are spending in email, in Salesforce or on the phone; number of opportunities created, and demos completed – and how that correlates to sales performance. 
  • The daily routine of agents with the best customer satisfaction ratings or highest first-contact resolution rates. 
  • Support/help ticket count over time, broken down by severity and resolution times—and how support teams spent their time resolving those tickets.

“Understanding what your workforce is doing, and how they’re spending their time, is one thing. But, when you can correlate those efforts to actual outcomes, that’s when you gain the insight to drive positive, measurable change,” said Brad Killinger, Sapience CEO. “We are empowering organizations to view vital data, analytics, trends and correlations to help manage the changing work experience and improve the interrelationships between people, processes and systems for improved outcomes.” 

According to Dan Wilson, Senior Director Analyst at Gartner, Inc., who presented on the topic of ‘Harnessing the Power of Workplace Analytics’, “Workplace analytics are not Digital Experience Monitoring (DEM), Remote Monitoring and Management (RMM), Employee Monitoring, Productivity Monitoring, or Customer Experience (CX).

Rather, “Workplace analytics are aggregated insights derived from technology performance data and organizational context, used to improve technology adoption, employee experience, collaboration and productivity.”

Workplace analytics measures technology factors (such as performance and usage), organizational factors (such as technology alignment to business processes and employee engagement and collaboration), and insights to identify collaboration and productivity inhibitors, improve tech and business alignment and enhance the employee experience.

Key takeaways from the Gartner summit presentation1 were, 

  • “Without visibility into the employee’s technology experience, it’s impossible to connect measures to impact. 
  • Without organizational context, opportunities for engagement are lost. The result is a one-size-fits-all approach. 
  • Derived insights enable management of digital workplace impact and help guide the path forward.”

1Gartner, Digital Workplace Summit, Presentation, ‘Harnessing the Power of Workplace Analytics’, Dan Wilson, April 26-27, 2021.

About Sapience Analytics 

Business needs are changing daily and organizations must rise to the challenge with the right resources in real-time. Sapience provides an unprecedented level of operational visibility around enterprise resource investments in people, processes, and technology. Providing a fully automated and real-time multifaceted view of Enterprise Effort, Sapience supports data-driven digital transformation – enabling businesses to build a better version of their organization every day for ultimate agility and competitive advantage. Sapience is used by more than 90 companies in 18 countries worldwide, with over 1 trillion work hours analyzed to date. Visit us at www.sapienceanalytics.com.

Media Contacts

Erin Lutz
Lutz Public Relations & Marketing (for Sapience Analytics)
+1 949.293.1055
erin@lutzpr.com 

Q&A on Future of Work with Kate Lister, Global Workforce Analytics

An Interview with Kate Lister, One of the Leading Global Authorities on The Future of Work

Brad Killinger, CEO, Sapience Analytics recently sat down with Kate Lister, president of Global Workplace Analytics, a research and consulting firm that helps employers understand and prepare for the future of work. 

Kate Lister is one of the leading global authorities on the future of work and is among the world’s most widely quoted authorities on remote work/telework/telecommuting. She has been helping public and private sector employers implement telecommuting and flexible work strategies for more than a decade – as has Sapience. 

In our interview below, Brad gets Kate’s perspective on how companies are dealing with disruption in the workplace and how this is powering the new way of working. 

BK: How did the COVID pandemic accelerate certain trends in the workplace that we were seeing previously?

KL: In the past, many organizations were interested in launching flexible workplace programs, but oftentimes their focus was on other competing priorities. For those that did roll out these programs, this was generally done over 6 months to 1 year. During the pandemic, we saw these programs being launched practically overnight. As a result, many organizations likely won’t see optimal outcomes. 

There were pre-pandemic efforts to measure the use of space and the effectiveness of that space, but it was kind of like the cart driving the horse. Employee populations were given a building and then left to their own devices as to how they were going to use it. 

The pandemic has put the people element front and center. There’s a big push to humanize the “new normal” workplace and human analytics in the workforce are becoming so much more important and bigger than “something that HR does.”

BK: How has the workplace analytics space and the use cases changed over the past year?

KL: Workplace analytics must focus on what people do and how they feel about what they do, and how the environment they are working in can help or impede their performance. There’s always been a three-legged stool organizational performance factors: HR, IT, and Real Estate – people, process, and place. In the past, IT has been the last or least consideration. This has changed – technology is now the foremost consideration in the remote workplace.  

Many employers are still reliant on pulse surveys or semi-annual surveys to measure and monitor employee experience, but what really matters is not what happened 6 months ago, last month or even last week – what matters is today. Understanding the employee experience is critical as we are now living in a wildly mobile talent scenario where employees don’t have to make a physical move to transition into another job opportunity. Companies can ill afford to wait six months to learn there are major workforce issues.

Employers have a duty to safeguard their employees’ mental health and physical health as we are in a worrisome state of overwork. This is not normal remote work. We don’t see our friends, we worry about our health, and we have children homeschooling. This absolutely affects performance and we need a better way to measure the impact or predict it and recognize the symptoms of burnout. 

As well we need to monitor and optimize employee experience so employers can intentionally connect work to a bigger sense of purpose and company values and the decisions made as an organization. 

BK: What new strategies do organizations need to employ to be successful in this new way of working? 

KL: We need new strategies to measure productivity and understand all the crud that gets in the way of employees doing their best work – from the 15-minute wait to get on an elevator to distractions, multi-tasking, poor sound masking, and overwork. 

The biggest issue is systems don’t talk to one another – APIs and open source strategies are helping somewhat with this but not enough. We need space metrics to talk to HR metrics to talk to financial metrics to provide a holistic view of the employee experience and understand what works. 

We need to go beyond quantitative to qualitative metrics – so someone may answer more calls during the day, but their quality of handling those calls may be lacking. So too, a developer may be a faster coder but may have a higher error rate. We are getting to a place with greater sophistication in this area – which can be enabled by analyzing the “digital exhaust” of an organization – the 10,000-foot view of how work is done over the various systems of work – i.e. email, meetings, IT tickets in ServiceNow, or sales demos in Salesforce, for example. 

BK: What do you envision moving forward as businesses begin to have staff return to the office?  Post COVID-19, what will the office look like for workers?

KL: I think we’ll see about 10 percent of businesses going back to the office in July and or September, and maybe 50 to 60 percent by year-end, but we need to get through the Fall flu season. Depending on how that goes, we could have revised expectations. We were the first analyst firm out with a study of employee’s wishes when it comes to remote work following the onset of the COVID pandemic. At that time, 5 to 15 percent wanted to go back to working in the office and 15-25 percent wanted to work remotely full time. I think we’ll likely see a hybrid work model where managers and employees will work in the office 3 to 4 days a week. 

As we move forward in this new world, flexibility will be the hallmark as will management in a digital-first approach. The caveat here is that we’ll need to measure people’s performance by their results, not their keystrokes – so putting in place a data-driven performance management mindset that puts an emphasis on sensibility and employee privacy first and foremost.

Moneyball for the Enterprise

Improved Performance Through
Insights and Analytics

How Every Enterprise Can Change the Game with Analytics as a Sports Enterprise did

Quintessential to Spring in North America is the Major League Baseball (MLB) season which recently kicked off as 30 teams across the United States and Canada battle it out to see who will come out on top as The World Series champion.

Likewise, the corporate world is just as competitive as the MLB. Performance is based on securing the right talent and then ensuring the organization can leverage that talent to the best of its ability. This is what Sapience Analytics technology does. More specifically, it is our focus on data and analytics to help businesses understand and improve workforce performance. 

It’s this focus on analytics that rocked the MLB world nearly 20 years ago and fundamentally changed the game of baseball. You may recall the 2011 movie Moneyball starring actor Brad Pitt. The movie tells the story of how, in 2002, Billy Beane, the general manager of the Oakland Athletics (played by Pitt) realized that the conventional wisdom on how MLB teams evaluate players to fill out a roster was outdated and needed to change.

*Image Credits – Moneyball Movie (2011)

Beane’s solution was to take advantage of data analytics to understand the offensive and defensive success of a player. For example, using statistical analysis to demonstrate how often a player gets on base could better indicate a player’s offensive success. The goal was to cut through the “gut feel” evaluation of a player by taking a more analytical approach to the data. As you can imagine, there was a lot of pushback, but Beane put together a roster using this data-driven approach and led the team to an amazing 20-game winning streak that took place during the regular season and came close to winning the World Series in 2006. 

As a result of Beane’s success, more teams started to leverage analytics to evaluate talent, and soon this phenomenon started to grow in adoption with other professional sports leagues — including the National Hockey League (NHL), with some teams creating entirely new departments for analytics.

Fast forward to today as organizations look to leverage the power of analytics to measure productivity and effectiveness and chart the future of the remote and hybrid workforce. Think of it as “Moneyball for the Enterprise” — providing analytics on workforce team performance to help organizations make the necessary changes to work smarter and perform better.

Sapience Vue gives companies the ability to aggregate thousands of data points from every corner of the enterprise – every 15 seconds — to provide an unprecedented level of operational visibility around people, processes, and technology. 

Are you ready to “Moneyball” your organization for success in the new world of work? Contact us today for a free demo and let’s play ball!