The document discusses predictive analytics derived from publicly available employee data, highlighting feelings of sadness among employees in a mid-sized IT services company. It identifies several contextual triggers for these feelings, their impact on employee perception, productivity, and overall organizational engagement, as well as a general desire for appreciation and flexibility within the workplace. The author emphasizes the need for organizations to adapt to employees' evolving needs to maintain engagement and drive innovation.

1. SAMPLE PREDICTIVE ANALYTICS FROM PUBLICLY AVAILABLE EMPLOYEE DATA
Sankar Nagarajan
TEXTIENT ANALYTICS
Twitter : @_textient

2. A Mid size IT Services company

3.  Feeling detected :: Sadness
◦ Experience Level: Disappointment, Frustration, Neglect
 ‘Context Sense’ of Feelings (What is it related to..?)
Sample detected context : *
*… don’t line up for snacks. its a
mess in the evening. Most of the
times we don’t even get it!
* …. can’t expect any kind of onsite
work,no such opportunity

4.  Feelings of Sadness are triggered in response to
some-one or something (events) in an organisation.
Strongly indicates a DIS-CONNECTION to some
one or something including Org. ideals.
◦ Refer Context: slide# 2
 Impact to Employees experiencing Sadness
◦ Sadness can impact how employees perceives others
(Organisation / Members )
◦ Tends to decrease confidence in first impressions
◦ Experience of Sadness can lead one to struggle with the
organisational environment and/or in a self-role perspective.
◦ Lowers Productivity : Tiredness, Can’t muster up energy to
get things done etc.

5. Series1
0%
20%
40%
60%
80%
100%
Freedom and
Openness
Quality of
being Practical
expansion,
potential and
confidence
Balance,
equality and
sharing
Competence
Series1
Predicted Factors

6. Predicted Factors

7.  Aspect #1 Indicates a need for sense of total possibility
and new things. It relates strongly to modern methods and
approach evens recycling something old in a new form,
avoiding repetition.
 Aspect #2: It also signifies an urge to deal with the latest
things related to the field or work including innovation and
invention.
◦ Companies coud tap this need, unless it evolves and changes
constantly..
 Aspect #3 : This can indicate a need for escape
anything that breaks the familiar or rigid routines or needs
that can take them out of your normal environment or
routines.
NEED : HIGH

8.  Employees(s) need Appreciation including on
their viewpoints and feelings. Signifies
expectations of politeness and etiquette
.Courtesy, friendliness and adaptability are other
related important expectations of employees from
the organisation or management
NEED : HIGH

9.  Strongly signifies a need to getting the job done and the related
environment, skill and efficiency
 ‘Practicality’ in this context can indicate the need for “speed” and “ease”
as against experiencing just the ideals..
 Indicates a need to experience “Do what You say or Claim!” or being
grounded …
 It can indicate the need to lower barriers in an organisational
environment
◦ For instance, the speed with which a process or policy can be changed.
Flexibility and ease in carrying out job or to obtain resources needed to do a
job.
 Indicates a need to celebrate achievements or values
 Also potentially Indicates a connect to Freedom and progressive,
open-minded spirit slide#6
NEED : HIGH

10. sankar[at]textient.com

11. The views mentioned in this presentation my own.
Data if used, in the document have been sourced from available
information in the public domain and has not been
authenticated by any statutory authority.
Although every reasonable effort is made to present current or
appropriate information, there are no guarantees of any
kind. Data accuracy cannot be guaranteed. All analysis
included herein are based on data from public sources, but no
representation or warranty, expressed or implied, is made as to
their accuracy, completeness, timeliness, or correctness. I am
not liable for any errors or inaccuracies, regardless of cause to
you (readers, users).
Disclaimer