You and I may welcome it as a much needed three-day weekend, while elsewhere — with a collective sigh — students may lament it as the end of summer vacation. Labor Day is upon us, and no matter how you plan to spend it, there is more to the holiday than you might realize. But First, a Little History. Different countries celebrate their own versions of Labor Day throughout the year, but the significance of the holiday is usually always based on the important contributions of workers who unite to improve their worklives. According to the U.S. ” ( source ). The U.S.

To deliver results in real time, SaaS-based employee survey providers may skimp on analytical rigor. Before you invest in a solution, dig deeper into vendor capabilities with the 3 questions highlighted in this blog post. Real-time employee surveys have accelerated the pace of capturing employee feedback. As companies move from annual cycles to quarterly, monthly, weekly, and even continuous feedback, their processes of analyzing and acting on the data must likewise speed up. Now more than ever, driver analysis is critical to manager effectiveness. Driver analysis isn’t new. The reason?

When employee survey results are published, do you and your team obsess over your lowest scores? In our metrics-driven world, it’s easy to fall into this trap and rush into a flurry of activity to “fix” the perceived problem. But before you jump in, make sure you answer these two questions: 1. What is the problem you’re trying to fix? 2. How do you know that improving your scores to specific questions will fix the problem? What problem are you trying to fix? Many employee surveys are designed to measure and manage engagement. If so, how? Driver Analysis Reports answer these questions.

Businesses run in real-time. So should their employee surveys. Employee surveys contain invaluable information that can help you diagnose and fix workplace problems. If your company uses surveys to simply generate summary statistics and benchmarks for the annual employee satisfaction report, you may be ignoring meaningful intelligence and insight that can boost organizational performance. Expect nothing slower than real-time survey results. Most managers can get reports of their business units or functional areas without lag. . The good news? Your Call to Action. appeared first on Kanjoya.

Hosted by: Blueboard, Kanjoya, and Zendesk. Rewards and recognition are the most effective ways to thank and motivate employees. As companies embrace the reality of a multi-generational workforce, recognition programs need to not only be valuable, but must also be tailored to what’s most important and enjoyable across diverse groups of employees. Otherwise, you could be wasting money on products, services, and other gifts that large segments of employees may not remember or value at all. Key questions discussed will include: How do you determine what employees value most? 10PT | 1ET.

It’s an exciting day here at Kanjoya. Today, we took a major step along our journey to unlocking the potential of organizations and their employees: the announcement of our groundbreaking new collaboration with Sirota, the industry leader in organizational assessments. Companies across the nation turn to Kanjoya’s employee survey technology to glean insights into the employee life cycle, from job interview to exit interview, and understand how their employees feel about the workplace — and how that impacts performance. Blog Employee Engagement

Modern employee surveys have come a long way from the dreaded multiple choice questionnaires of the past. Today, these sleek digital surveys feature inviting user interfaces, which help boost employee participation. But the true beauty of the modern survey is not just what meets the eye. The best solutions today don’t simply measure employee satisfaction. Rather, they feature sophisticated integration and analytics that elevate surveys from measuring/benchmarking tools to platforms that are able to help leaders predict, diagnose, and fix workplace problems quickly and effectively. It’s not.

SaaS-based solution providers are transforming the market for employee surveys. Long the domain of HR and management consulting firms, this market has expanded with new software-as-a-service (SaaS) solution providers offering always-on, beautiful surveys and real-time delivery of results. The early adopters were small companies, startups, and small teams within large organizations that did not have complicated security, privacy, and workflow requirements. They want new technologies to help them solve age-old, persistent workforce challenges. But test them on that! Your call to action.

The acute underrepresentation of women and minorities in technical roles has garnered industry, media and outside attention over the last decade, and has even played out in the U.S. court system. To rectify this gap, many tech companies have begun to invest heavily in recruiting women and minorities, and a few have achieved a modicum of success. But companies are starting to realize that a sole focus on hiring – without strategic efforts on retention and advancement of women and other underrepresented groups – will undermine even the best recruitment initiatives.

Today we at Kanjoya are celebrating Employee Appreciation Day, one of our favorite days of the year. To mark the occasion, Kanjoya pored over the employee surveys we’ve deployed to try to unlock what makes employees truly appreciate the companies they work for. We focused specifically on U.S. tech workers, who are famous for enjoying some of the most lavish employee perks – from beautiful office spaces to free meals to generous maternity and paternity leave, to flexible vacation and much more. In an industry where employees seemingly have it all, we wondered – what matters most to them?

Do it in person. Step away from your laptop. Don’t wrestle it out over email. Don’t hide behind a phone. You’ll miss critical body language and facial expressions that will help you determine the right next thing to say or do. Technology seems to make it easier to confront someone, but it’s a crutch that rarely helps resolve problems (at best), or exacerbates them (at worst). Ever participate in an email thread that grows more and more heated as each additional person hits “send”? How many of these email threads ever get resolved without someone in power stepping in? One Thing You Must Do.

Build your managerial bench strength by delivering personalized, actionable, and timely insights for professional development. Many people have worked for OK or good managers, but few are lucky enough to have worked for a truly awesome manager. I was fortunate. The best manager I worked for gave me meaty projects; provided candid, constructive feedback; removed obstacles; and promoted me when I was ready. He made work fulfilling. When he needed something – a deck, a spreadsheet, or anything else – I’d deliver, regardless of the day or time. reward team members for out-of-the-box thinking?

“Give me six hours to chop down a tree and I will spend the first four sharpening the axe.”                                    —  Abraham Lincoln. Most working professionals spend time at the beginning of a new fiscal year setting goals for themselves and their teams. But unless required by their managers, they often spend little-to-no time developing the strategic plans to achieve those goals. And yet, thoughtful planning can propel you from merely meeting expectations to wildly exceeding them. Define what success looks like, and reflect on what it will take to get there. What worked?

As competition for talent intensifies, attracting and retaining top talent will not be enough to meet the needs of most businesses. You must also unleash the potential of new talent – and transform good talent into rockstars. Cultivate the traits and skills deemed most critical to success in their roles. On the surface, this may seem easier said than done since nearly everyone will have different opinions of what makes someone a rockstar. So rather than relying on what people believe and feel, rely on data: 1. Complete step 2 for all other employee groups. 4. Want to learn more?

Few things could be worse for a company that is aspiring to build the best employee experience than a breach of employee data. Not only would it cause employee anxiety, anger, and frustration, it would also jeopardize employee trust. Moreover, the company would likely incur the hard and soft costs of legal fees, compensatory damages, and lost employee productivity. So as you’re evaluating cloud-based employee engagement solutions, do your due diligence on solution providers’ data integrity, security, and privacy practices. Some of the most critical questions to ask include: 1. Want more advice?

If the topic of this article piques your interest, your business is in growth mode. Congratulations! You’re experiencing an exciting time in your company’s history. But growth is often accompanied by growing pains that force you to rethink investments in people, processes, and technology. Your initial investment in an employee engagement solution may have helped you keep a pulse on the employee experience and build the company culture best aligned with employees’ needs, hopes, and aspirations. Here are 7 glaring signs your employee engagement solution cannot scale with your business: 1.

Kanjoya Product Manager, Melanie Goldstein, was a featured panelist at the “Using Tech To Eliminate Bias In Recruiting, Hiring, Performance Reviews, & Promotions” at the Cutting Edge Conference in San Francisco, CA, September 21-22. Joining Joining Melanie on the panel were Kieran Snyder, Co-Founder & CEO of Textio, and Kédar Iyer, Co-Founder of Gap Jumpers. The post Kanjoya’s Melanie Goldstein: Feature panelist at the Cutting Edge Conference, 2015 appeared first on Kanjoya.

If you ask any CEO what the company’s most valuable asset is, he or she will almost always say the same thing: employees. Employees are the lifeblood of companies, both big and small. Employees lead companies to greatness and unimaginable heights. But while companies have solutions to measure revenue, customer satisfaction, growth, and other performance indicators, they haven’t had a great way to measure how the most important drivers behind all those vital metrics — employees — are feeling. That’s what Kanjoya’s latest tool, Perception for Employee Engagement, is all about.

During the Amazing New Startups session at the HR Technology Conference, Kanjoya will showcase how it’s pushing the frontiers of people analytics to understand and predict how people will behave and perform. CEO Armen Berjikly and Chief Data Scientist Moritz Sudhof will demonstrate how Kanjoya Perception, our solution created with state-of-the-art natural language processing and machine learning, answers strategic workforce questions like: Which employees will do well in certain roles and why? What matters to high performers, and what can you do to keep them? Mandalay Bay, Las Vegas.

Deploying employee surveys and acting on them demonstrate your commitment to employees. People appreciate their voices being heard and seeing the changes they initiate. However, most employee surveys are structured or analyzed in ways that oversimplify or distort the meaning or intent of employee feedback. The outcomes? You overlook true employee concerns, or you build an employee experience or invest in action plans that are irrelevant to what employees need or want. These mistakes could compromise employee trust, loyalty, and motivation. DO survey frequently, but don’t be annoying.

Language is the currency of understanding people. Through data science, Kanjoya analyzes text-based employee feedback, survey responses, and other documents to identify: HR-specific themes and topics employees are talking about (are they talking about benefits? leadership? teams?). Emotions expressed about those topics (are employees feeling confident? excited? frustrated? confused?). With Kanjoya, you can navigate the complexities of your employees’ attitudes, emotions, and motivations to understand intent, anticipate what they’ll do, and make the most-informed people decisions. Even better!

In our inaugural appearance at Workday Rising (September 28-October 1, 2015, Las Vegas), Kanjoya is showcasing our data science capabilities that enable Workday customers to reveal employee motivations and intent from unstructured, text-based data. Our algorithms can identify the theme(s) without employees explicitly using terms like “benefits/compensation” or “leadership” in their feedback. Emotions/Sentiment: Our solution detects over 100 different emotions in the language employees use. Can’t attend Workday Rising this year? Check out our webpage for Workday customers.

A constant challenge for managers is balancing immediate concerns with employee development and growth. Too often, in the rush to meet deadlines, prepare deliverables, and focus on direct revenue producers, we don’t find the time to discuss our reports’ career goals and development. Instead, we put these conversations on the back burner, and relegate them to the periods, once or twice a year, when performance reviews take place. Despite good intentions, we all do it, and it’s a constant struggle. But research shows that professional development does impact the bottom line, in measurable ways.

As someone who works on a product to increase diversity in the workforce, it has been exciting to witness the media attention around diversity issues this year. Articles abound, dominated by reports of diversity statistics and pledges at leading tech firms, discussions of measures, like the Rooney Rule, to increase the number of diverse candidates in the pipeline, and coverage of diversity lawsuits. While I am encouraged by the discourse and the positive changes it can foster, I have become increasingly aware of what is largely left out of the conversation. Kanjoya Can Help.

Kanjoya Perception for Employee Engagement gives you the power to capture employee feedback and interpret it for meaning and intent — at scale. Watch our video to see how our solution works. . A new market has emerged to fulfill business’ needs to capture employee feedback, according to Josh Bersin in a recent Forbes article. Kanjoya and other vendors are enabling businesses to keep pace with employee needs, wants, and desires. Their ultimate objective: design great employee experiences in order to attract, retain, and motivate employees in an increasingly competitive market for talent.

These days, many of us are thinking about how to attract, retain, and develop millennials in the workplace. Countless articles describe what we think millennials want, what motivates them, and what they value–but these articles are typically authored by non millennials! I was interested in learning more about what millennials care about in the workplace, so I did the logical thing, and asked them. spoke with a handful of millennials in technology, as well as others in industries as varied as music, journalism, architecture, and aeronautics. Motivations. Values. Culture. Input. Learn More.

As competition for talent intensifies, business and HR leaders are scrambling for insights to attract, retain, and motivate the right employees. Surveys are a great start. But if they’re chock full of quantitative, ranking, and categorical questions, they will not give you a genuine view of employee attitudes, motivations, and intent. What you really need is the power to understand what employees think and feel, and how this impacts what they do in their jobs and with their careers. The challenge : you have a lot of it. What are the key issues that are top-of-mind for employees? management?

At Kanjoya, we work to make issues of diversity and unconscious bias tangible, quantifiable, and simple to understand. When we began this journey, we wanted to find a way to visualize unconscious bias, in a form that would be instantly actionable, clear, and concrete. We found it. With Kanjoya for Diversity bias matrices, a single glance reveals the problem areas within organizations, and a single click uncovers the “why” behind the problem. Kanjoya for Diversity begins with high level bias matrices, which can be customized to the segments and portion of the employee lifecycle of interest.

At this year’s National Center for Women & Information Technology (NCWIT) Summit, Karen Ashcraft delivered a fascinating keynote address. Ashcraft, who has published widely on the impact of gender on “organizational and occupational formations — such as identity, culture, and mode of governance,” urged change leaders to reframe and reconsider their approaches to bringing more women and minorities into tech fields. Exclusive focus on diversifying the pipeline can lead to unfortunate side effects, which she explains is a “painful truth.”. The Painful Truth. Happy Ending. Epilogue.

I recently read Mary Meeker’s “ Internet Trends 2015 ,” and wanted to share my perspective on the report,  as both a millennial, and someone who works as a software engineer in tech. In this blog, I’ve decided to focus on how the growth and proliferation of the internet has affected the development and consumption of consumer-based products and services. In this regard, I believe there are three key takeaways from “Internet Trends 2015”: Businesses should be focusing on mobile first, capitalizing on the Indian market, and on fulfilling desires for on-demand services. Mobile First. workforce.

Kanjoya is pleased to announce our partnership with Workday. By selecting us to join its list of Connect Partners, Workday has recognized Kanjoya Perception ™  to be a solution that solves critical business challenges and complies with the quality and security requirements of the Workday platform. Benefits for Workday Customers. Under this partnership, Workday customers can now integrate with Kanjoya automatically, and keep their employee directories updated in Perception effortlessly — in other words, with no maintenance necessary. Want More Info?

A few weeks ago, Armen Berjikly, the CEO of Kanjoya, sat down with the Spanish newspaper El Pais. The topic was unconscious bias and how technology could be leveraged to minimize its impact. have included select quotes from that conversation below. On unconscious bias: Berjikly believes that “most bias is not intentional or ‘evil’– it is unconscious, or learned without our being aware of it, over the course of our lives.”  “People generally have very different expectations of men and women (and other diverse groups), and the issue is that they don’t realize it.”

People are the fabric of company operations. They make decisions and take actions that impact the products and services companies offer. Companies collect data about their people and house it in HR and human capital (HCM) solutions and other point applications. Yet only a handful of companies are using that data in strategic and tactical decisions. This post highlights the types of questions — beyond talent management — that your people data can inform.  . Very rarely, if ever, do they incorporate data about the people behind those operations. HR-Specific Strategy and Tactics. If not, why not?

Moritz Sudhof, Chief Data Scientist at Kanjoya, will be presenting at the Sentiment Analysis Symposium on July 15th at 2:35-3:00 pm. The Symposium features some of the brightest minds in the industry, and will be held July 15-16 in New York City. Moritz’s talk, “Measuring and Combating Gender Biases in the Workplace,” will illuminate the groundbreaking technologies developed by Kanjoya to identify, quantify, and track issues of unconscious bias. In advance of his presentation, we sat down with Moritz for a preview. Can you spill the beans on what you will be discussing?

People are the most important assets to a business, yet investment decisions to optimize the employee experience are made with (at best) half the sophistication and data used to justify technology, business process, and capital investments. The upshot? Poor decisions and sub-optimal results. Without data-driven justification, these investments are at high risk for elimination in tight economic times or when other hot topics capture executive attention. This post shows you how to avoid these traps. Others are more skeptical. Focus on What Leaders Care About: Business Metrics and Outcomes.

We are excited to announce that Moritz Sudhof, Chief Data Scientist at Kanjoya, will be presenting at the Sentiment Analysis Symposium on July 15th at 2:35-3:00pm. The Symposium features some of the brightest minds in the industry, and will be held July 15-16 in New York City. Moritz’s talk, “Measuring and Combating Gender Biases in the Workplace,” will illuminate the groundbreaking technologies developed by Kanjoya to identify, quantify, and track issues of unconscious bias. He earned his BS and MS in Computer Science from Stanford University, where he served as a Mayfield Fellow.

Kanjoya is proud to announce that we have been selected as a Workday Connect partner. Workday has recognized Kanjoya Perception ™ as a solution that solves a critical customer problem and has certified our compliance with the rigorous technical and security requirements of the Workday application. Kanjoya Perception delivers a people analytics platform that helps Workday customers transform their processes of measuring and managing the levers of business performance. These models ignored the crucial role of human motivations, attitudes, and behavior. align with corporate values?

Summer is here, and chances are you’ll be seeing new faces in the office–interns! These wide-eyed, bushy-tailed folks are most likely thrilled to be joining you and looking forward to contributing and learning as much as possible. Not only are they enthusiastic, they are also capable. They want to make an impact, and given the appropriate amount of guidance, they can. These are my top five tips–as both a millennial and someone who has managed interns–for millennial internships. Be Organized, Offer Structure. Plan the internship in advance. What will the deliverables look like?

We all know employee engagement is important. But just how important? These stats might make your jaw drop–they convey the extent to which employee engagement is a problem, as well as the costs associated with engagement and disengagement-related churn. I’ve included them here with the hope that they will be helpful to you, as you consider how to best construct and prioritize employee engagement initiatives at your organization. Engagement Across the Workforce. More than half of employees, or 51%, are “not engaged.”. 17.5% are “actively disengaged.”. The Cost of Engagement.

Design. If you’ve ever designed a survey, you know how difficult it is. After defining the objectives of the survey, you must attempt to construct unbiased, unambiguous questions whose answers provide actionable, pertinent insights and metrics. For each question, there are many possible formats and wordings, each of which may produce a very different response. There is also the consideration of a question’s placement in the survey—will a particular order color the meaning of certain questions? Will responses differ as a consequence of order? And what about burn out? Analysis.

I recently returned from the National Center for Women in Technology (NCWIT) Summit on Women and IT. The The event brought together change leaders from across the United States to discuss strategies to increase the number of women and girls in STEM fields, and to thoughtfully consider the obstacles associated with doing so. The process was inspiring and informative, eye opening, and encouraging–as we delved into both the real challenges associated with improving diversity in STEM fields, and the real solutions devised by many of the visionaries in attendance.

The development of Kanjoya Perception for Diversity has been inextricably connected to several key tenets, tenets which have also been core to our other solutions and general philosophy. have presented them here with the hope that they will also be helpful to you – as you embark on or continue your journey to attain a more diverse, inclusive, and engaged workforce. 1. You can’t fix what you can’t measure. In developing Kanjoya for Diversity, we were adamant that the solution afford the ability to quantify these previously intangible, unquantifiable diversity issues.

If your company’s annual or pulse survey is your sole or predominant source for measuring employee engagement, you are missing critical insights about your employees and culture. Leverage other key sources of employee opinion and feedback to generate a full picture of the employee experience. Employee surveys have become the workhorses of employee engagement initiatives at companies of all sizes. They are useful for benchmarking engagement over time and/or against industry competitors and leading companies.  . Employee engagement can ebb and flow with career events (e.g., Want to learn more?

In the past year, stories regarding diversity and inclusion have increasingly permeated national news. Most of these narratives present the problems we continue to face as a society–few speak to a solution. It is unclear “where we go from here,” how things will change, and even if they can. Building a Better Future. At Kanjoya, I have been fortunate to be exposed to a different kind of story. The more that we understand, the more empathetic we become. Through technology, tangible progress is within reach.

For many HR professionals, understanding millennials, or generation Y, is currently top of mind. It is also an area I have been pondering lately. I am a millennial, and I find the following questions fascinating: What differentiates my generation? What do we desire in terms of employee engagement? How are we different from employees of generations past? How will we uniquely navigate corporate ladders and glass ceilings? What will our careers look like and how varied will they be? Awareness and Appreciation of Diversity. history.” Timely Responses Desired. Making an Impact, Having a Voice.

Kanjoya and Twitter Co-Present New Model of Employee Engagement: An (Even) Better Workplace and a Competitive Advantage. Kanjoya CEO Armen Berjikly and Twitter Director of People Analytics Shane McCauley took the stage at the HCI Summit in early April to present Twitter’s new model of employee engagement, powered by the Kanjoya Perception™ solution. The new model is designed to help Twitter build an engaging workplace that builds a competitive advantage and successfully attracts and retains employees who thrive at the company. The may not know what truly drives their engagement.

“Glassdoor information is useful, but it keeps me up at night,” admitted an HR Director to me last week. Her comments reflect (a) the increasing importance of Glassdoor as a critical source of information for job seekers about the inner workings of a company and the employee experience and (b) the conflicting emotions HR and business leaders have with the site. On the one hand, unhappy former and current employees may be more likely to post negative reviews than happy employees, jeopardizing the attractiveness of a company to prospective employees and other visitors to the website. csv) file.

In today’s world, we laud innovation as essential for businesses seeking to remain competitive in the global marketplace. We know that innovation, and growth and progress, are critical for companies’ success, but what about the less attractive word underlying these processes–change? While innovation sounds exciting, it is no secret that change can be messy, and hard. Most of us thrive in our routine, and changes can interrupt flow and productivity in the short term. But change is clearly at the core of any initiatives related to innovation, growth, or progress.

As the topic of diversity heats up in Silicon Valley, I wanted to share a story which demonstrates the power of Kanjoya technology  applied to these important issues. Using Kanjoya, one customer immediately discovered unconscious bias in their organization. First a bit about the Kanjoya approach to diversity: Kanjoya harnesses big data analytics, natural language processing (NLP), and machine learning to take the guesswork and ambiguity out of improving diversity and provide metrics to quantify previously nebulous issues. Do you have a diversity strategy?

Before I became a manager, I was always puzzled whenever I would be asked, in employee surveys, if I felt I had a best friend at work. Why would my employer care? Through my experiences as a manager and as a professional working with employee engagement solutions, I’ve learned why. Having a best friend indicates engagement, which in turn, correlates with productivity and other performance metrics. So employers ask this question to evaluate their likelihood of retaining and motivating employees. In fact, barring a “major” personal loss, I would be mortified if I cried at work. No, not really.

Diversity is a hot topic in Silicon Valley at present–hardly a day goes by without a flurry of articles. As companies refine and bolster their diversity strategies it is important that they keep a pulse on employee sentiment around these initiatives. Specifically, they should optimize the means by which they collect and act on employee feedback. Prompted Responses: Short, Open-Ended Surveys with Diversity Questions. At Kanjoya, we are proponents of short, open ended (text) survey questions that employees may respond to on a frequent basis. Impromptu Responses: Dashboard Insights.

Workplace diversity is a topic that has been in the media repeatedly of late, particularly with regard to companies and industries struggling in the war for talent. With the dawn of a movement that has exposed and lamented workplace representation disparities across genders and ethnicities, countless studies reveal the advantages of promoting diversity within organizations. In an effort to measure the impact of workplace diversity, we examined results from the 2015 Experience Project Annual Workplace Survey*, and the results speak to its importance from the employee perspective. 11-50. 51-100.

Over the last decade, Fortune 500 and other large businesses have embraced employee engagement initiatives to drive performance.  As these companies have rolled out supporting programs, they have amassed mountains of employee data and information — yet have done nothing with them! This is a mistake. After all, old data is stale data: time erodes the value and relevance of data. What often thwarts the analysis of employee data is the time it takes to code, classify, and analyze open-ended text or unstructured data. Reveal answers to questions you did not think could be answered. Keys to Success.

Surveys are the workhorses of business initiatives to measure employee satisfaction and manage workforce-related investments. But as enterprises adopt more comprehensive employee engagement strategies, surveys are only one of many channels through which employee feedback is captured. As an example, enterprises are increasingly harnessing data from social channels and collaboration tools for real-time feeds of employee emotions. After all, many businesses have developed complex survey methodologies to measure them. Respond to the changing needs of employees in a timely manner.

We all know it’s expensive to replace employees. But just how expensive? And how pervasive is the problem? 1 out of 5 workers voluntarily leave their jobs each year and 1 out of 6 are fired or let go involuntarily, according to a report by the Center for American Progress. The 2015 Experience Project Annual Survey* concluded that nearly 1 out of 4 employees would like to quit this year, but this ratio increased to an alarming 2 out of 3 for disengaged employees. While some churn is natural, necessary, and desirable, high levels of turnover can pose significant organizational challenges. 11-50.

Many studies conclude that employee engagement has a positive impact on culture, productivity, and the bottom line. But how much of a problem is the flipside, disengagement? What are the risks, and what can we do to remedy its effects? The Problem. Let’s examine the landscape of workplace disengagement. According to Gallup’s Employee Engagement Survey for 2014, engaged employees make up less than a third of the workforce, or 31.5%. More than half of employees, or 51%, are “not engaged,” and a whopping 17.5% are “actively disengaged.” What can we do to remedy this predicament?

Does your company aim to outperform competitors, capture a new market, and/or cultivate a happier, more productive workforce? The key to these outcomes may be embracing workplace diversity. Many business leaders see embracing diversity and inclusion as not only a moral imperative, but also an important way for their organizations to retain their best employees, foster more productive, innovative teams and businesses, and ultimately improve their bottom lines. This is an exciting time, as awareness and focus turn to this important issue. What will your diversity strategy be?

Organizations collect employee feedback to gain insight regarding employee sentiment, behavior, and motivation–and use these insights to cultivate cultures of engaged, empowered, innovative, and productive employees. Sentiment analysis, the technology traditionally used to obtain such learnings, sorts complex, human-generated data into positive, negative, and neutral categories. This system is too simplistic to represent human expression, and limits predictive power by misrepresenting a significant portion of data. The results of such analyses are  neither reliable nor actionable.

Kanjoya analyzes mobile market emotional response to Apple’s iPhone display announcement. Apple is finally stepping into larger displays, and it’s likely we’ll see long lines again at Apple stores this fall. The WSJ reports that Apple has asked suppliers to manufacture between 70-80 million units combined of iPhones with 4.7-inch and 5.5-inch displays by Dec. 30th, 2014. Apple’s move to 4.7 and 5.5-inch displays impacts telephony providers, manufactures, suppliers and of course mobile users across the globe. To get an early indicator on market reaction to Apple’s 4.7

Kanjoya’s emotional intelligence illuminates global reaction to World Cup sportsmanship. The finale of the 2014 World Cup exemplified the aggressive but honest play the world has come to expect. Both Germany and Argentina pushed hard, with the ultimate victory delivered to Germany by Mario Gotze in the final moments of overtime. This year’s matches received unprecedented enthusiasm and record-breaking engagement. million tweets). It has finally become a world uniting sporting event. Suarez was similarly banned in 2010 for another biting incident. Their dominant emotion was sadness at 26%.

Kanjoya analyzes the emotional reaction to NBA’s free agency period across Twitter. It’s July, the NBA and NHL are off for the summer, the NFL has yet to break camp, and MLB is in its mid-summer slog. As the USA’s World Cup aspirations slipped away on July 1, 2014, American sports fans have begun to return their attention to the NBA’s annual period of indecision known as, ‘NBA free agency’. It’s a time when athletes scramble to tempt fans across the globe into thinking that they might have a shot at this year’s class of NBA superstars. that Cav’s fans had long yearned for.

Kanjoya analyzes the emotional reaction to Facebook’s experiment across Twitter. If you haven’t already heard, in a recent social experiment, Facebook secretly altered the tone of 689,003 people’s Facebook feed. In their experiment, they manipulated the number of posts containing either positive or negative emotions and then monitored the tone of subsequent posts produced by those users. The study was a collaborative effort between Facebook’s data science team, and US scientists. Facebook cites their data use policy and that all users consent upon initial signup. De-activating this weekend”).