Ciju Baby
Organizations often allocate substantial budgets—often reaching tens of thousands of dollars each year—on conventional methods such as one-on-one meetings and employee surveys to evaluate team performance and engagement. However, these traditional approaches often produce results that are biased, delayed, and incomplete, leaving companies navigating in the dark.
Consider a software company with an annual revenue of $60 million. Despite its impressive track record, the organization faced an alarming turnover rate, losing nearly 28% of its engineering staff in just a few months. This attrition resulted in a staggering revenue decline of over $11 million the following year, alongside significant customer dissatisfaction. Remarkably, it took more than a year to restore their operational capacity.
What went wrong?
During the turnover period, surveys revealed a concerning lack of engagement, but the insights arrived too late for any effective intervention. Despite substantial investments in employee engagement initiatives, these outdated surveys failed to provide the timely, actionable insights needed to address issues before they escalated. This scenario is not unique; many organizations face similar hurdles, undermining their ability to maintain high performance.
