The Pandemic lead to an unanticipated experiment with hybrid working conditions.
Employee Engagement and Wellness with Employee Attrition Analytics have become a major focus for every business leader and human resource leader in every firm in such hybrid work structures.
Simultaneously, with organizations already utilizing Google Hangout for collaboration, file sharing, group chat, video chat, and communication, it’s natural that there is a market expectation for Google Hangout,
to offer an employee engagement and wellness platform with attrition analytics (to understand why people leave the company) that engages with employees, understands their issues, concerns, and challenges, and guides them toward wellness. Keywords: Google Workspace, Google Account, Google Hangout, Hangout Users, HR Department, Face to Face, Free Video, Video Conferences, Employee Retention, Losing Employees, Classic Hangouts.
Engage employees in Google Hangout App & Predict Attrition :
Today’s leaders or human resource leaders do not want the attrition of their top talent to be an unwelcome and unexpected surprise in their firms. However, when we dig further to determine the cause of attrition, we discover the following top ten factors leading to a high turnover rate:
- Leadership’s lack of proactive communication
- Unfavorable and unfriendly work environment
- Communication breakdown between management and staff
- Unsatisfactory professional accomplishments or a lack of career development plans
- Learning barrier
- Absence of inclusive sentiment
- Lack of Recognition
- Inconvenient work hours and concerns about work-life balance
- Inadequate Compensation and benefits
- No Well-being or health benefits.
All of these factors result in an increase in unproductive people taking frequent leaves or being disengaged even while they are present at work, with the end result being- Attrition.
In such circumstances, AI can address employee engagement in three ways and forecast attrition, allowing business leaders to take appropriate action to avoid attrition.
- Understanding employee issues/concerns/challenges/feedback, using AI in Google Hangout.
- Capture and share ideas with leaders and human resource leaders to create a more inclusive work culture
- Connect with coaches and organizational leaders/mentors to raise concerns and help overcome obstacles.
Introducing MonAmI- a Conversational AI Bot on Google Hangout that interacts often with employees, analyses their moods, difficulties, and challenges, collects feedback and ideas, and anonymously shares them with Organizational Leaders and Human Resource Leaders.
- Let’s take a closer look at how MonAmI helps organizations deal with the problem of unexpected attrition:
- Using MonAmI’s omnichannel AI bot, which speaks with employees daily, employers can determine who is unhappy, dissatisfied, and the root cause of their dissatisfaction.
- MonAmI recommends activities and approaches for enhancing employee engagement, health, happiness, and motivation.
- Psychometric tests are used to ascertain each employee’s skill gaps to recommend personalized remedies.
- MonAmI gathers employee inputs and opinions to assist organizations in improving their working environments.
- MonAmI offers a network of experts/coaches/organizational leaders/mentors that are only “ready to connect” away from assisting employees in honing their existing skills and leveling up and achieving total physical, mental, and financial wellbeing.
Empowering Employee Wellness In Google Hangout
As Organizational or Human Resource Leaders, do you feel a need to connect to every employee and ascertain how they are regularly feeling?
Is everything ok for people to be productive and happy at work?
However, this may not be feasible on a human level, mainly when employees operate in a hybrid capacity.
To address this issue, we developed MonAmI – a conversational AI bot on Google Hangout that communicates with workers, understands their sentiment, empowers them to act, and helps them feel better in the case of negative sentiment.
3 ways how MonAmI empowers Employee Wellness with Google Hangout:
1. Connecting employees frequently and checking their sentiment :
Keeping track of each employee’s well-being can be challenging, and there is frequently no convenient way to do so. Approaching each employee and inquiring about their well-being is probably not always humanly possible.
Here, an AI Conversational Bot such as MonAmI can resolve it through her yet another conversation. MonAmI is a Conversational AI Buddy on Google Hangouts. She can monitor your team’s moods in real-time; she can ask employees new questions each day and gather anonymous feedback while also ensuring that it does not become irritating. This enables you to provide necessary assistance to your team and resolve issues before they become more serious.
Nowadays, all that is required is for people to type responses into chat windows rather than filling up lengthy surveys on paper forms.
2. Interventions/Recommendation based on moods:
MonAmI continuously monitors employee emotions through a series of conversation exchanges; it detects mood and offers relevant interventions or suggests activities depending on how employees interact with MonAmI.
For instance, by asking workers how they are feeling right now, if an employee reports to MonAmI that they feel stressed, MonAmI will determine the source of the stress and recommend an activity depending on the person’s current need.
3. Connect to Counsellors/Coaches or Organizational Mentors:
MonAmI is more than a chatbot that reacts to your mood or advises things to do when you’re feeling low; it takes a comprehensive approach to your wellness, both curative and preventive.
MonAmI can connect you with counselors, coaches, or financial advisers, depending on the requirements of your employees.
She recognizes the appropriate moment and encourages workers to communicate with specialists – Counsellors/Coaches provide employees with the proper intervention at the proper time.
What’s in it HR leaders: Employee Attrition Dashboard using AI in Google Hangout through Engagement and Wellness
How to predict employee attrition?
Organizations can’t fix issues if leaders don’t understand the actual reason for attrition. According to the Mckinsey report, Leaders must understand why employees are leaving.
Many are struggling with the employee attrition risk assessment. For example, when organizations were asked why their people had quit, they cited compensation, work-life balance, and poor physical and emotional health. These issues did matter to employees—just not as much as organizations thought they did.
The same report shows the top three factors employees cited as reasons for quitting were that they didn’t feel valued by their organizations (54 percent) or their managers (52 percent) or because they didn’t feel a sense of belonging at work (51 percent).
So it is super important how leaders can understand employee sentiment with a real-time employee attrition analysis model through Employee Attrition Analytics and predict issues and challenges to act upon before attrition comes in. This way leaders can predict attrition & take effective measures to retain top talent.
Integrate MonAmI with Google Hangout now!
She reaches out to every Employee, understands their sentiment, works on their problems
and help you Predict & Prevent Attrition.
What is Employee Attrition
Employee attrition is a term that refers to when an employee quits the organization for any reason, including voluntary resignation, layoff, failure to return after a leave of absence, sickness, or death. Employee attrition occurs when an employee leaves the organization for whatever reason and is not replaced for an extended period (if ever).
Employee Attrition Rate
Often referred to as a ‘churn rate,’ attrition rate refers to the pace at which employees leave an organization. To simplify, it is the number of workers who have left the firm divided by the average number of employees throughout time. It is often stated as a percentage (percent).
Annual Attrition Rate = (Number Of Leavers /Number Of Employees) x 100
Annual Attrition Rate = (30/300) x 100
Annual Attrition Rate = (0.1) x 100
Annual Attrition Rate = 10%
How to solve the employee attrition problem?
- Gather Remarks:
If you have a high staff turnover rate, swiftly discover the source. If you use a recruiting agency, ask them to follow up with any new recruits who leave to find out why. If you have an HR recruiter, make sure she conducts exit interviews to find out why employees leave. Once the reason for attrition is determined, action may be taken.
- Identify the root cause:
Consider what aspects of your work environment need to be improved or altered based on employee feedback. You must rapidly replace or fix a hostile boss, a terrible physical work environment, or an uncompetitive pay structure. Suggest to the person in charge of recruiting that new employees are not suitable for the job.
- Recruit the Right Talents:
Employees must comprehend job requirements, salary structure, work atmosphere, and promotion chances. You don’t want new recruits quitting because they were misled. If your company’s culture has changed and you’re losing experienced personnel, your objective should be to ensure that your next hiring group will be a suitable match. If your company’s culture has changed, it may be helpful to address the issue with workers directly or have departmental supervisors do so.
- Consider the Buddy System
Having experienced personnel mentors, new hires may significantly increase productivity and staff retention. The buddy system helps new workers establish strong work habits and quickly feel like part of the team. Employees that are happier at work are more likely to stay with your organization.