HRdb.org logo
← HR software in Australia

Social Intelligence

3.2

Review

Social Intelligence designs SaaS software that helps modernize HR workflows. For more information about Social Intelligence see the about page. Social Intelligence regulary publishes articles about good HR practices and new releases of its software. The articles treat subjects like undefined.

Software features

Pricing

Pricing for Social Intelligence depends on your company's needs. This will factor in the number of software users and the size of your organization.

Security

You want your valuable and sensitive employee data to be in good hands. Social Intelligence is very aware that security is a key aspect of HR sofware.

Interested?

If you are ready to choose Social Intelligence as your HR solution or need additional information, you can reach their sales team by phone or email.

Articles

Determining Social Style by Email
Why did your colleague overreact to your email? Is it you or them? Most email miscommunications result from misunderstanding the tone or meaning of the message and recipients only correctly interpret emails about 50% of the time (Kruger & Epley, 2005). This often leads to misunderstandings, ill will, and the disintegration of trust and connectedness – all of which, if not managed or mitigated, negatively impact relationships and ultimately erode productivity. What can you do about it? A recent study shows that we can correctly identify someone's Social Style the majority of the time by how they write their email. Using this information you can then adjust for your recipient so that misunderstandings are minimised. Identifying the predominant email Styles The key is to recognise other people's SOCIAL STYLE and then craft emails that are more likely to be interpreted correctly. Below are brief descriptions of each SOCIAL STYLE and corresponding email communication styles. Driving Styles often use short or no greetings or closings and get right to the point. They rarely mix professional with personal conversation but if they do, the personal comments like “How are you and the kids?” are at the end of the email. They “tell” more than “ask.” Expressive Styles will often present several topics in one email. They like to brainstorm, often write emails that are disorganized and verbose, use greetings and closings, and like emoticons and exclamation marks. They also “tell” more than “ask.” Analytical Styles are apt to be slow in responding, often ask for more information or clarity, usually use short or no greetings or closings other than names, prefer to speak of specifics rather than to brainstorm, and will present information in a well-organized format. They “ask” more than “tell.” Amiable Styles use greetings and closings, will talk as much about you as themselves, are laid back and easy to direct and redirect, will usually “go-with-the-flow” putting other’s needs ahead of their own, and will ask questions in response to questions. For example: “Where do you want to meet?” They too “ask” more than “tell.” With practice, identifying and adapting to another's SOCIAL STYLE can become routine. Here are some clues: When emailing a Driving Style: craft emails that start with the bottom line and do not refer much to people and feelings, but rather to impact, results and consequences. When emailing an Expressive Style: write emails with energising words that appeal to and challenge these out-of-the-box thinkers. Use a balance of directness and friendliness. When emailing an Analytical Style: they generally require lots of facts and figures. So leave the bottom line for the end of the email and be very precise with word choices. When emailing an Amiable Style: write emails that are friendly. Make suggestions rather than issuing directives and show your appreciation. Reference: 1. Email in style: Improving corporate email communications with employees at remote locations: A quantitative study. Firari, F. October 2007.
Self-awareness does not necessarily lead to performance improvement
Self-awareness is meaningless without action. Self-awareness is not the destination it is the enabler to development. However, most development programs focus on awareness for example: 'who am I', 'what type of person am I', 'what sort of leader am I'? The reality is that this insight and exploration has no impact on your effectiveness unless you do something with it. It is interesting but not very useful. To get the most out of your development programs for others and yourself - 70% of the program should be focused on action (behaviour), not insight. For a program to increase your effectiveness you should be able to write down what you are going to do differently at the behavioural level in a specific range of situations.. People cannot see your insight, they only experience your behaviour - what you say and do.
Women more resilient than men?
If you believe Mike from Married at First Site - "men cope better under pressure than women". Clearly, this is a sexist remark but what does the research suggest? Well, the research is mixed. However, in our Adaptive Mindset for Resilience program, we have started to notice a trend that is suggesting we are asking the wrong question. We should not be asking: 'Are women more resilient than men?'- it is a pointless question and divisive. We should be asking: 'Do men and women develop resilience differently?'. Our anecdotal observations of the results of multi-rater resilience assessment suggest a gender difference when it comes to self-assurance. It is very early days and only an anecdotal observation - it may change in the future as the global norms grow. However, it is food for thought. Do your resilience programs cater to gender and individual differences with regard to developing and maintaining resilience? The video below explains what we are seeing.

Alternatives to Social Intelligence

Socially Hire

Harnessing Employee Social Media Network
    3.5

    Socially Recruited

    The smart technology for recruitment.
    • ✓ Recruitment
    • ✓ Social-network
    3.2

    SoftActivity by Deep Software

    Computer Monitoring Software
    • ✓ HRIS
    • ✓ Employee monitoring
    3.3
    ← All HR software made in Australia ✍️ Suggest page changes