NayaDaya Analytics – Game-Changing Risk Analyzer for People and Culture
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According to many studies, more and more employees are planning to change their jobs. The employer's vulnerability is particularly high in business acquisitions and integrations. Companies and capital investors aiming at growth need committed, high-performance people who help each other. Yet, employees are burdened with surveys that do not understand engagement or disenegagement at all.
NayaDaya® Analytics uses emotions, science, and data to answer the key questions of employers, inorganically growing companies, and capital investors:
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How committed are the employees to their employer, a change process, or an ongoing post-merger integration?
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What are the root causes fo employee turnover, productivity loss, and failing change process?
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What are the reasons that improve employee retention, productivity, and readiness for the change?
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Where to target actions to minimize risks and maximize people's engagement and performance?
NayaDaya® Analytics automatically ignores everything irrelevant and visualizes the things that really influence employee behavior. Behavior and commitment are understood with the help of a science-based algorithm.
The understanding that reaches deeper than the surface is achieved with a short, standardized process that does not burden people. Exceptionally intuitive tools are completely different from traditional surveys. It only takes a few minutes to respond, and you can see the key results at a glance. Scientific analytics reveals crucial issues that have not even been asked. The identity of the respondents will not be identified..
Read more about the people and culture risk analytics.
Read about NayaDaya's and Deloitte's shared approach to the M&A-process.
Read how Rantalainen Group improves its employee retention in mergers and acquisitions.
Employee engagement in the context of employer's sustainability have anlayzed for example Gofore and Lassila & Tikanoja.
Examples of Infographics
Root Causes of Employee Retention and Turnover – and Where to Target Actions
The picture is an example. The root causes for expectable behavior arise from the analytics and algorithm on a case-by-case basis.
The risk level indicator predicts negative, disengaged, and non-prosocial behavior among employees on the scale of 0-100. The indicator supports monitoring and comparing the level of the HR risks in the context of an employer, a chance process, or a post-merger integration. The key figure also indicates the risk level in an investment target.
The employee experience indictor reveals emotions towards the employer, the change process, or the post-merger integration. The green color is about only positive emotions, the red color about only negative emotions, the blue color about mixed emotions, and the grey color about the lack of emotions which means insignificance.