Blog Archives - Sapience

The Golden Opportunity: Discover What’s Hidden Within Your Data to Optimize Your Contingent Workforce.

There are various reasons an organization leverages a contingent workforce to help meet its needs. In today’s business climate, organizations are increasingly reliant on contingent workers to tackle big projects, meet tight deadlines, backfill resignations, or temporarily scale their in-house staff. If you are making the investment, how do you ensure you are receiving value?

According to an SAP Fieldglass report: Contingent Workforce Insights 2019: Expertise in Full Force​, “62 percent of executives say that the contingent workforce is important or extremely important to meeting business needs for specialized new IT and digital skills.” Yet, many decision makers invest millions of dollars in sometimes multiple suppliers and struggle with answering critical business questions such as:

  • Are we being overbilled for time not actually worked?
  • Are we sourcing the right suppliers for the business?
  • Are there any compliance risks that should be addressed?
  • Are we capturing the right data to understand performance by supplier?

What if I said you can stop guessing and start knowing these answers? What if I could hellp you to embrace a safe space where you can alleviate the common pain points draining you financially, taking projects off track, stifling your managers, and leaving you as an executive blind to which supplier is really helping to move the needle for your business. Fortunately, this is possible by leveraging leading-edge technologies that function within your existing eco-system to gain full transparency of how your workforce spends its time leading to more informed business decisions.

The Impact of not Optimizing Your contingent Workforce

Let’s just ensure we are all on the same page. We are defining contingent workforce as temporary, or contract labor sourced to augment staff for short-term or seasonal needs or to fill skill gaps. These are professional individuals fulfilling most of their day through technology—often referred to as knowledge workers. We are excluding your permanent, full-time employees. Let’s save that for another article.

So, why now? Why is it important now to optimize how you manage your outsourced labor? Today’s new business norms add a layer of complexities and challenges within your operations you can’t afford to ignore. The impact of contingent workers can be wide and deep across your enterprise. Potential issues you may experience in your current program could include:

Over Billing

Conceptually, a contingent workforce can be a shrewd cost-saving maneuver that can free up resources and plug in skill gaps to accelerate objectives and outcomes. Most companies assume their contingent workers are actually working and their supplier is actively monitoring and correcting inconsistent work patterns. The reality is neither is occurring leaving you wide open to overbilling by your supplier. With labor costs on the rise, vigilance over your supplier’s business practices is increasingly important.

Inconsistent Work Quality

Are your contingent workers consistently meeting or exceeding designated key performance indicators? Is your team even tracking contingent workforce performance?

A lack of KPIs can put a strain on your enterprise workforce and contingent workforce. The inability to identify the suppliers providing the most productive talent puts key projects at risk.

Business Risk Vulnerability

Business risks are heightened when you are in the dark about who is accessing protected applications or files. To prevent such risks, it is necessary to be vigilant of authorizations and proper access to files and company tools.

Without the proper controls in place to protect the business, some companies experience long-term affects to revenue, reputation, regulatory compliance, or overall erosion to employee and customer trust.

The Golden Opportunity to Optimize Your Contingent Workforce

If no one’s guarding the hen house, the fox is going to show up. The current sourcing and purchasing tools and systems, combined with existing processes and partners are ineffective in providing a cost-effective source to pay process. The Golden Opportunity, rarely capitalized upon, is linked to determining the value for your money. Your ability to add this dimension, will help you further optimize your contingent workforce investment.

No longer operate in the dark with the right data points visible to business leaders to know whether your suppliers are simply billing you based on your contract or based on true work performed. Sapience Analytics’ data, analytics, insights, and decision support platform will enable you achieve the best value from your suppliers. Companies start to experience real benefits such as:

Immediate Cost Benefits

Now you have productivity data that serves as the source of truth for T&M billed. Simplified reporting helps decision makers identify discrepancies that may lead to rebates.

With advanced data analysis capabilities, all your data becomes actionable insights that will fuel growth, enhance organizational competitiveness, and optimize staff productivity.

Data-Driven Supplier Management

Easily define and track KPIs that are most relevant to the needs of your organization. With this insight, you can improve vendor selection, by vendor and skill level. You will have the freedom to customize your reporting dashboard, allowing you to detect trends more effectively within your vendors. You can leverage this information to proactively eliminate, utilize, standardize, centralize, or renegotiate your supplier list to optimize your workforce that works best for your business.

Strengthen Compliance

By streamlining data collection, analysis, and reporting, a modern organizational performance and insights platform will also allow you to identify and address compliance gaps. Make sure the right stakeholders know who has access to what applications and when.

Negotiation Leverage

We are all about structured data that leads to meaningful actions for those who manage suppliers. With the power of big data at your fingertips, decision makers can make confident decisions around vendors to keep, pricing parameters, reallocation of work, incentives for higher productivity, and more. With this insight, you can ensure that you are making the right choices to further the goals of your organization, increase productivity, and put your staff in the prime position to succeed.

Vue How Your Contingent Workforce Really Works with Sapience Vue

Optimizing your contingent workforce is attainable with Sapience Contingent Workforce Vue. Our enabling technology blends resource-level work patterns with vendor rate data offering an untapped perspective around the value of your contingent workforce.

Want to learn more about Sapience Vue? We invite you to schedule a no-obligation demonstration. Unlock your company’s full potential of maximum productivity with Sapience Vue today!

New Vision. New Vue.

Calling all leaders to reassess workforce KPIs in this remote work world.

Working professionals are reconsidering how they work, where they work, and why. More specifically, professionals are reevaluating their life priorities and career aspirations with many people leaving their job, commonly known as “The Great Resignation.”

According to a Gallup COVID-19 survey, 45% of full-time employees now work from home (WFH). With this shift in the workforce, business leaders must embrace new technologies and strategies to ensure continuous operational excellence. Being an employee or being a manager used to be so simple and “understood.” Now, business leaders must refocus, readjust, and reimagine how to keep people engaged and productive. I challenge you to consider a new set of KPIs no matter where one sits.

Being inflexible can create a major challenge to current operational goals, especially considering the high replacement costs when losing trained employees.

The Great Resignation and Employee Expectations

While there are several approaches organizations can take to stand out to potential employees, those that embrace flexibility and hone in on employee expectations have fared better than others during the Great Resignation.

Employees report being happier when they have control over where they work, their schedules, and how they work. They’re even willing to pass on job opportunities that don’t align with their personal requirements.

If we must put a label on it, the modern employee expects access to remote or hybrid working environments. For companies that want to ensure their culture aligns with potential employees’ expectations, offering hybrid working conditions is essential.

The Future of Work Is Hybrid

Recent forecasts predict that most knowledge workers worldwide will soon be working remotely. According to another study performed by LinkedIn Data, it was found that over two-thirds of U.S. workers are searching for remote-only jobs.

With the recent events over the past two years, it is clear that employees are looking for companies that offer flexible work situations. They’re also more likely to stay with an organization that offers hybrid workplace options. Simply put, companies that offer these accommodations have a competitive advantage that others don’t.

Instill a Data-Driven Approach to Hybrid Working

There is no denying that this still comes with its challenges. Whether you are adopting a new hybrid work model or optimizing an existing approach, leaders require insights that help answer the complex questions regarding employee productivity and engagement levels. The great part is you can do that with your own data.

Sapience Vue Helps You Embrace New Workforce KPIs

When work no longer requires meeting in a centralized location, many companies are concerned about maintaining an engaged workforce. As a result, new KPIs become essential for success.

KPIs can be used to balance organizational alignment, productivity with engagement and employee well-being, regardless of the working environment. Balanced KPIs account for staffing, costs, application usage, employee engagement, and more.

From one leader to another, I understand making decisions that are going to impact the business and people far beyond one day. Don’t you want to have the right information at your fingertips so you can stop guessing and start knowing what works.

The leap is really instilling organizational transparency—transparency, trust and inclusion. An ecosystem built on this foundation delivers visibility to unbiased data answering some impactful business questions regarding:

  • Your business’ capacity
  • Validating company policies
  • Confirming the effectiveness of compliance controls
  • Retention of staff, specifically A-players
  • Access to a much broader talent pool

Drive Your Digital Transformation with a New Point-of-Vue

A perspective of how the right work is getting done across your enterprise is a key step to implementing a repeatable strategy for your workforce that can be a competitive advantage.

At a time when over 72 percent of employees prefer hybrid working over a full-time return to the office, equipping and empowering your management team with Sapience Vue’s scalable analytics platform will help you improve productivity and let you benefit from its robust-report building capabilities.

Sapience Vue can help drive your company’s digital transformation to stay up-to-date and competitive. With Sapience, you can Vue how your business really works.

Contact us today to learn more about Sapience’s organizational performance and insights platform.

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.


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.


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.


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.


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.

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

Media Contacts

Erin Lutz
Lutz Public Relations & Marketing (for Sapience Analytics)
+1 949.293.1055 

Up Your Game: How Every Enterprise Can Hit it Out of the Park with Analytics

Improved Performance Through
Insights and Analytics

Moneyball for the Enterprise

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!

How Organizations Are Devising Winning Workplace Strategies for the ‘New Normal’ with Analytics

For many years now, employee engagement has become a board-level priority, but of late it’s become a business imperative of the highest level. Winning in the marketplace starts with winning in the workplace. That’s according to a study from West Monroe Partners, where a majority of business professionals surveyed indicated an empowered workforce is critical to succeed in supporting a winning customer experience. The key to an empowered workforce, say researchers, is “cultivating a culture of engagement, intentionally, designing employee experiences, and supplying employees with the tools needed to do their jobs.”

But how do HR and business leaders move the needle in this area?

Organizations must “get real” about taking substantial steps toward evaluating and improving the employee experience at work.

While organizations have embraced the notion of the “data-driven organization,” we must move to the next echelon — the employee-driven organization. To create the employee-driven organization, organizations must capture and leverage employee-driven data to see and understand the work experience from employees’ perspective.

Work Defies Our Understanding

The task of improving work starts with benchmarking work patterns today. However, most organizations don’t know how work takes place in their organization. In today’s Knowledge Economy, where work output is no longer solely tied to machines and material, it’s more difficult to qualify and quantify work. 

In recent years, we’ve seen a growing importance on technology and tools to gauge employee engagement, including 360-degree performance appraisals, peer-to-peer recognition programs, and methods to understand the Voice of the Employee via structured and unstructured means. 

Historically, information around work productivity and employee engagement has been captured via manual recording (time cards), surveys and questionnaires. These methods lack valuable context and timeliness, leaving business leaders to guess/theorize, make assumptions, and/or rely on manual input — the accuracy of which is dependent on employee compliance and/or the emotion quotient – i.e. whether an employee is having a good or bad day and/or how they feel at that moment. 

However, to build a true data-driven decision-making culture, businesses must move away from manual, self-reporting to automated data capture and analysis, and find ways of capturing data to formulate real-time and continuous insights to drive better business decision-making around what is for most businesses their biggest investment — their workforce.

Analytics: Deconstructing the Employee Experience

Analytics have been used in HR for many years for reporting regarding recruiting, interviewing, hiring and exit interviews. Today, the use of analytics is being expanded to support the business imperative of employee engagement and employee experience to foster improved retention and development of employees and to ensure a rewarding, inspiring, and supportive work environment. 

To this end, a newer type of offering known as knowledge workforce analytics is providing the requisite insights to drive improvements in these areas. And its ability to integrate the notion of mental and emotional wellbeing into performance management is helping organizations create environments where engaged and resilient teams feel empowered to thrive.

Knowledge workforce analytics evolved from Workforce Analytics, which focused on repetitive work production in BPOs and call centers. Originally, its primary purpose was in measuring productivity. Today, it has been expanded to encompass a broad range of roles in the organization that focus on non-repetitive work streams such as software development, engineering, and marketing. Also, its adoption, use case and scope has moved beyond measuring productivity to encompass other objectives such as the foundation for process improvement, understanding work “wastage,” and employee engagement trends and opportunities. As such, it’s moved from an HR tool to a business transformation tool. 

Advanced workforce analytics measures and analyzes the digital output generated by individual and work group activity. Software automates the collection of the digital signals that an employee emits when using technology and systems and combines them with analytics that equip senior executives with reporting and analysis.

Knowledge workforce analytics seeks to understand work from the employee’s perspective What do employees have to deal with on a day-to-day basis to do their work, and do they have the right tools, the right amount of collaboration, and a conducive and supportive work environment to do it? The analytics analyze work patterns on a day-by-day and even minute-by-minute basis.

For the individual employee, knowledge workforce analytics can identify what takes focus away from high priority work and identify practices that harm efficiency such as multitasking and meeting overload. For managers, the data can be helpful to understand and mitigate workload issues by better allocating work and staffing.

Organizations can now uncover bottlenecks and eliminate elements of work that are painful, time-consuming and non-value added, so that people can focus on what they love to do, to ensure a highly engaged workforce. And organizations can refine workflows to make teams more productive to run more lean, productive, and profitable operations. Knowledge workforce analytics also enables organizations to compare work patterns across business units, projects, or roles to spot trends to identify best practices and issues such as poor management or training deficiencies. 

With this employee data-driven approach, businesses can also now understand employee work pattern data to support elements of performance evaluation, leadership development, hiring and promotion, job design, and compensation. This transforms HR from subjective to objective and changes the dynamic from oversight (hierarchical) to collaborative. All people policies and processes now revolve around the intersection of employees and work.

As well, as businesses move forward in recalibrating their organizations for the Future of Work, ushering in artificial intelligence, software robotics, machine learning, and other emerging technologies, successful transformation requires a focus on man and machine and, specifically, the space between them. Knowledge workforce analytics – by minding the gap at the intersection of man and machine – can be especially helpful in providing insights to catalyze workplace automation initiatives and associated workforce modernization. 

Past performance (when understood) can be used to predict future work/talent trends so businesses can predict and proactively plan for what’s ahead – in addition to learning from and optimizing around past performance.

One of the greatest benefits of knowledge workforce analytics is that it enables both HR and functional leaders to evaluate the same data set and be in “lock-step” to manage and utilize human resources to their full potential.

As a result, the technology is being used to support transformational use cases and progressive HR policies to attract and retain top talent.

By supporting rich and ongoing continuous improvement from the employee-data driven workplace, knowledge workforce analytics is helping to guide business on the means to gain competitive advantage through improved employee engagement. 

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