AI has dramatically accelerated the pace of feedback; comments are instantly summarized, and themes surface quickly. Yet one thing remains unchanged: dashboards don’t create change, people do.
AI may make it faster or easier for organizations to know what employees are saying, but it’s still a struggle to get leaders to take action. People are busy, and even the best-intentioned employee can let action planning fall to the bottom of their list. That’s why it is critical for survey practitioners to support employees throughout the entire process; the good news is that AI, alongside other accountability tools, can increase leaders' effectiveness at driving change.
At OrgVitality, we’ve recently rolled out Arti, our Artificial Talent Intelligence Agent that is embedded right into an organization’s dashboard. Access to I/O consultants was once reserved for executive leaders and project teams. Now, the expertise of OrgVitalty’s team is available to everyone across your organization; managers with access can ask their most pressing questions right in their dashboard and get consultant-quality responses. Arti was responsibly trained by OrgVitality’s team of executive I/O psychologists, so it won’t pull in information from the open-internet, share your data, or hallucinate. Instead, Arti uses a carefully curated and proprietary knowledge base, along with your own survey data, to answer the questions that matter most to your workforce. This is AI that can be configured with your organization’s specific priorities, terminology, and more. Arti is a catalyst for conversation, designed to help every user engage in a meaningful way that ultimately drives understanding and action.
Complementing Arti is OrgVitality’s AI Action Prioritization Tool, which provides each manager with three recommended priorities that, if acted upon, are most likely to have a meaningful impact on their team. The system considers not just low scores, but comparisons to other groups in the company, the manager’s ability to affect change, trends over time, and its weight as a key driver of an outcome such as engagement. The system is customized for each client and takes into account the organization’s strategic priorities.
These two tools together dramatically increase a leader’s ability to be effective. Most clients also use OrgVitality’s comment analysis tool, the UQ (which measures comments for how likely they are to lead to meaningful action), alongside our AI-generated comment summaries as well as ranking of the most important or most representative comments.
Our preferred approach uses a blend of AI and human intelligence to drive the most meaningful and sustainable change. Backing up these tools are two accountability systems; the first is the Manager Academy, an 8-week email digest that provides micro-training for managers. Each digest covers three topic areas in each email to help managers understand and focus on specific issues related to employee surveys, data interpretation, and action. These “tidbits,” delivered at the right time, keep managers on track. And our Supporting Others dashboard provides the project team with a holistic view of everything happening within the organization, enabling them to send quick nudges to managers who may need the extra push.
AI brings exciting potential to how organizations manage and develop their talent. Keep in mind, the "best" tools on the market lack impact if they don't fit your organization's DNA. Check out our OV Guide: Evaluating AI in HR Tech to learn how to separate the hype from technology that actually has an impact.