Discover, Evaluate, Improve & Monitor Wellbeing
Wellbeing is a measure of a person's happiness and psychological, emotional and mental state. Our technology can discover, evaluate, improve and monitor a large range of wellbeing factors, including:
- Improve psychological safety and trust
- Drive respect, diversity and inclusion
- Create stronger team synergy
- Enrich hybrid working
Case studies of how we have improved the above factors are provided below.
Our technology can be applied in a completely transparent and privacy-ensuring manner to:
- Discover: Proactively identify wellbeing hotspots, reveal patterns of behaviour and benchmark better practice
- Evaluate: Automatically measure known wellbeing issues to determine their likelihood and impact
- Improve: Rapidly enhance and ingrain the desired wellbeing behaviour
- Monitor: Accurately predict the effectiveness of wellbeing interventions
- Our client is a medium sized company in the manufacturing sector seeking to enhance the level of employee psychological safety. Psychological safety is a shared belief that people will not be embarrassed, rejected, or punished by colleagues for speaking up.
- GalaxyLens was deployed to identify the level of positive and negative sentiment in email communication patterns.
- The analysis focused on the use of “honest language” in email communication.
The inclusion of content related data, such as analysing the type of sentiment in communication, can understandably raise concerns regarding individual privacy. This can be effectively addressed by encrypting the data at the source (thereby rendering the content indecipherable) and aggregating the reporting at team level (typically, 10 people and above) so that individuals cannot be identified.
When these security and privacy controls are applied, the results from the analysis are reported on the basis of summarised and anonymised team patterns, which protect privacy whilst providing valuable insight into the sentiment and level of psychological safety being experienced by teams.
In this case, our analysis focused on the ratio of positive and negative sentiment. Perhaps somewhat counterintuitively, a disproportionate amount of positive sentiment can reflect an increased level of fear. When people fear speaking up or calling out bad news, the general sentiment is typically skewed towards the positive. Whilst there is nothing wrong with positive sentiment per se, an appropriate balance of positive and negative sentiment means that people are more likely to speak up because they are also in the habit of expressing concerns. This balance of positive and negative sentiment reflects the use of “honest language”.
- The use of honest language in the expression of sentiment must come from the top. If senior management embrace and encourage honest language, the rest of the organisation is more likely to do the same.
- In this case, we improved the balance of positive and negative sentiment by 15%, which increased the level of honest language and enhanced the environment for psychological safety.
- Our client is global professional services firm that is seeking to improve the Fair Allocation of Work (FAW).
- This involves ensuring that work is allocated without the influence of prejudice or discrimination and reflects the level of respect, diversity and, in particular, inclusion.
The analysis initially focused on identifying the behavioural drivers of the Fair Allocation of Work, which included:
- Trust: The level of trusted leadership and the trust climate throughout the workplace.
- Respect: The level of mutual respect, courtesy, equity and honesty within the workplace.
- Opportunity: The amount of fair recruitment, allocation of duties and responsibilities.
- Learning: The effectiveness of the learning and development and mentoring environment.
- Collaboration: The degree of inclusive leadership and effective communication.
GalaxyLens measured and predicted the existence and extent of these drivers at team levels throughout the organisation and identified hot spots and areas requiring attention.
Following the measurement of the above behavioural drivers and reflection and actions on the part the areas of the organisation requiring attention:
- Diversity of opportunities increased in the focus areas.
- Non-inclusion of all/key team members reduced.
- Fairly advertised opportunities increased.
- Non-compliance with inclusion policy reduced.
- Our client is a multinational pharmaceutical and biotechnology corporation seeking to improve the level of team synergy.
- High performing teams display automatic synergy or synchronisation which increases the cooperation in achieving common goals by strengthening the social attachment between team members.
- GalaxyLens was deployed to measure and enhance the level of synergy for teams throughout the organisation.
The typical assessment of team dynamics relies on surveys that are filled out at a point in time by team members completing a task. Whilst this can provide valuable insight, surveys of this type can also be subject to significant behavioural biases in the interpretation of team dynamics. GalaxyLens was deployed to automatically and predictively measure the level of team synergy on a continuous basis.
This involved the analysis of digital communication patterns to determine how much people are in sync and share the same flow. Even when they are physically separated as in hybrid working environments. Synergy proved to be particularly effective at enhancing the collaboration between office and working from home teams.
It was found that the more aligned people are in their organisational network positions and more correlated in the type of communication interaction, the higher the level of synergy.
- GalaxyLens achieved a 75% accuracy in identifying the teams with lower and higher levels of synergy.
- Interventions were developed with management to enhance the level of team synergy Team synergy throughout the organisation.
- Our client is a professional services organisation seeking to enhance the performance and wellbeing of its global workforce in a hybrid working environment
- Our technology measured “videoconferencing fatigue” resulting from long and/or constant video meetings.
- We provided solutions to reduce fatigue and retain the attention of videoconferencing participants.
Our technology used convolutional neural networks (CNNs) to employ facial emotion recognition (FER). In particular, we focused on six different emotions ranging from anger, fear, happiness, neutrality, sadness, and surprise. The FER analysis was complemented with survey feedback from the audience viewing people speaking and/or presenting in meetings. The combination of FER and survey data demonstrated the following behavioural features of videoconferencing meetings:
- The happier the speaker, the happier and less neutral the audience - high neutrality does not reflect an engaged audience.
- The more neutral the speaker, the less surprised the audience - higher levels of surprise keep an audience engaged.
- When the audience experience a broad range of emotions with wide fluctuations in happiness and fear, they scored the presentation the highest. Neutral faces tend to indicate boredom and are negatively correlated with the high scores. The appearance of fear on the faces of the audience correlates positively with the perceived quality of the presentation.
- Presenters achieve the most engaged audience and obtain the highest score when they smile and display a happy face. Happy presenters will also reduce neutral faces among the audience and fewer neutral faces is associated with a higher presentation score.
Trying to provide “unlimited bliss” by keeping the audience constantly happy is not the best method for high-quality video presentations. Rather, a good presenter needs to challenge the audience by puzzling it and providing unexpected and even temporarily painful information, which then will be resolved over the course of the presentation. At the same time, the presenter should display a positive attitude to convey enthusiasm and positive energy to the audience.
Where meetings are more interactive and focused on processes and actions, turn-taking and allowing everyone to provide input are more constructive.
When the above behavioural factors are taken into consideration and appropriately applied in videoconferences, even lengthy meetings will lead to positive experiences for the audience and presenters. This significantly reduces stress an overload in hybrid working environments.
- Aristotle Said “Happiness is a State of Activity” - Predicting Mood Through Body Sensing With Smartwatches
- Patient satisfaction in emergency department: Unveiling complex interactions by wearable sensors
- Recognizing Individuals and Their Emotions Using Plants as Bio-Sensors through Electro-static Discharge
- Measuring Happiness Increases Happiness
- Does Measuring Human Emotions Increase Happiness?
- Navigating Human Emotions with the “Social Compass”
- Measuring Workload and Performance of Surgeons Using Body Sensors of Smartwatches
- Predictions for Employee Turnover with Gated Recurrent Neural Networks
- It is Rotating Leaders Who Build the Swarm: Social Network Determinants of Growth for Healthcare Virtual Communities
Data Sources, Privacy & Security
Our technology can securely capture and analyse any text, voice or video data stored by an organisation on its servers, whether on premises or in the cloud. This includes email, calendar, collaboration and chat apps and voice and video recordings.
Our analysis strongly respects individual privacy. Only aggregated information is available to management, while individual results are only accessible by the relevant individual. This ensures full GDPR compliance whilst continuing to achieve the optimum level of analytical insight and accuracy.
All data is fully encrypted on the server side, while the analysis takes place on anonymized and encrypted data to ensure maximum information security. This means that data is also protected from potential internal abuse.