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iPsychTec

4.1
3
Employees
1
Location
9
Years

Interview published on Wednesday, October 13, 2021

By Rana Najem from iPsychTec.

What is your main idea?

Everything I do is about shifting behaviour and attitude.  I work with businesses as well as government organisations.  After every intervention I would do with a client, the feedback was almost always the same – we love the work that you are doing but how do we measure the impact?  How can we measure the actual shifts in behaviour and how can we tell what impact it has on our business and profits?

The answer wasn’t very straight forward.  You have engagement surveys and other similar methods.  But these measure sentiment, not behaviour.  And they are very subjective.  If the respondent was in a good mood that day and was feeling good about his boss then he is going to answer in a particular way.  And how do we link those results to outcomes and performance?  

The other big question was: is it a people problem or is it a systems problem?  Do people create the place or is people’s behaviour driven by the place? 

Those are all the questions that I was trying to answer in the most efficient and accurate way possible.  Then came a very fortunate break and I was introduced to the brilliant behavioural scientist Hani Nabeel, who was back then, concluding a 7 year study – the largest ever behavioural research study with over 51,000 participants in 61 countries across 60 organisations and supported by 3 leading business schools.  The result was CultureScope – an online tool that combines the best elements of scientific and applied research to develop and deploy behavioural diagnostic and predictive analytics to help businesses understand, change and then embed their desired culture and achieve sustainable competitive advantage.  CultureScope measures both organisational and individual behaviours and links them to your own business outcomes and KPIs to build predictive analytics and actionable insights.  It is like a CT scan of your whole organisation.  A total game-changer. 

CultureScope was the first and remains the only non-US company to be awarded the People’s Choice Award at the prestigious Wharton People Analytics Conference 2017.

I work closely with Hani Nabeel and am part of the team at iPsychTec, but I am not the scientist who developed this fantastic solution.  

What are the behaviours that you measure?  And how does it work?

Initially they started out with 229 behaviours, then through the research these were filtered down to 30 behaviours or 15 dimensions that were proven to reflect an organisation’s culture.  

The diagnostic part of CultureScope is 2 online questionnaires: one measures the personal behaviour – or what I do; and the other measures the organisational behaviour, or what I observe happening around me. 

This is a very important, because they are two different points of measurement that will enable us to identify whether the issue is a people problem or a systems problem. 

To ensure the most valid way of qualitatively measuring behaviour, the questionnaire comes in two parts, the first is ipsative or forced choice questions. The questions are neutral and non-leading.  So for example, one of the questions is: At work do you prefer to: A) Plan. B) Implement the plan.

There is no right or wrong; its simply what you do.

The second part of the questionnaire is a set of most and least behaviour questions. (Item response theory).  And it is dynamic adaptive computer testing – so the questions will differ depending on your answers.

So all of these combined – the ipsative questions, the IRT and the adaptive computer testing together give you clean data with proven validity and no distortion and of course it cannot be gamed. 

It takes approximately 12 minutes to complete each questionnaire and it is available in 11 different languages.  It is so simple and so powerful.

So once you have collected all this data, how do you actually rate an organisation’s culture?  Is there a benchmark that you measure against?

Organisational culture is one thing that cannot be replicated or copied from another organisation.  What works for one business might not necessarily work for another – even if they are both in the same industry.  So CultureScope does not have a benchmark.  Everything is specific to your own organisation, your own values and how you interpret those values or how you live and behave those values. 

So we work with you and bring in your own HR data, any performance data, key performance indicators, all outcome event driven data, or even sentiment data – how your customers feel about you or your employees, anything you want you can bring it in. 

We do not ask for people’s names, emails or any of that, when I say HR data it merely is things like tenure, it could be job function that sort of thing.  

So, in essence we are connecting the lagging indicators of culture with the leading indicator of culture – i.e. what your people actually do on a daily basis – which immediately gives you predictive analytics.

Normally to build any predictive modelling we look at outcomes for ever.  You need a very long study to get anywhere close to being predictive.  The minute you add leading indicators, that is what is the game changer for you.

What kind of questions or issues can CultureScope respond to?

With these diagnostics you have one single pool of data.  It is your people, the way they behave – that drive every theme around your organisation.

Questions such as: what is it that we need to do to achieve our strategy? 

Have we got an enabler in our culture that drives our talent and talent retention strategy?  How does innovation go around here?  Is the place and are we inhibiting innovation?  Are we creating a monster culture which doesn’t work with innovation? 

How can we manage our risks?  And in fact, how do we know that actually our processes and controls do work, or are they working against us? 

All of these questions you would not normally be able to answer. 

If you want to understand risks, then you bring management outcome data around risk and you understand what behaviours drive that. 

If you want to connect culture and strategy through leaders – then you can do that by looking at outcomes.  Well-being, inclusion or performance of each team.  We can slice and dice the data in many different ways.  

And even mergers and acquisitions, which is critical but sadly culture is the forgotten part of M&A.  It is essential to understand the culture of the acquired and that of the acquirer and where are the tension points of culture and where are the quick overlap points.  CultureScope can help you answer all these questions.  It can give a high-level view of the entire organisation, and it can zoom in to a team of 4 people. 

Does this work better for certain businesses in terms of size and industry?

At iPsychTec, we have worked with clients that have 70 thousand staff across 71 countries, and we have also worked with much smaller clients of 200 staff.  Our clients are in a variety of different sectors – banking and financial services; oil and gas; nuclear energy; telecom; education and also government organisations. 

Because the technology is based in the cloud, we are able to deploy this anywhere in the world in 11 different languages. 

As an example, one of our clients is HSBC, we can talk about them because we have even made their governance report.  They were the first bank ever in 2016 to use CultureScope in 71 countries as the first line of defence in financial crime.  So behaviour analytics as the first line of defence predicting what might happen.  And today they use the data to understand anything from their strategy, digital innovation, wellbeing, inclusion, even resilience.  It is the first time ever Culture metrics has made it to the governance report.  Normally they tend to talk about culture in a fluffy way, but now they are actually saying: we know how we live our values – CultureScope told us that, not only that, we know where we are failing, where the problems are, and we need to fix those because it drives results.  The alignment between culture and strategy. 

How long is the whole process and what is the promise that you deliver to your client?

We have a five step approach.  Its very simple.  

Define the problem first.  What is it that you want to do first with the data?  We need to understand if you have your own frameworks, your own values that you want to translate to behaviours that we can measure. 

A good question would be:  When we live our values do we do great things and do we stay out of trouble?  We need to define that. 

Measurement comes next.  Two, very easy to use questionnaires that take an average of 12 minutes each to complete. And that can be done on your computer, tablet or phone.  

The next stage is the analytics to really understand what the data is telling us. 

We provide you with a detailed report of actionable insights of what you really need to work on. A road map that you can easily follow.

There is no point saying we have a problem with speak up around here, and hit yourself on the head, until you say – actually we have a couple of behaviours that drive speak up that we need to worry about.

All this can be done within 4 weeks, with insights by week 5.

Then after you do intervention programmes, now you can validate, repeat and understand.  You measure not just the outcome, but also the behaviour change – which is also critical. 

We have a phenomenal product development pipeline around predictive analytics and our next step up is going to be Artificial intelligence – where straight away it will tell you what you need to do without you doing analytics to understand the data. 





We develop scientific behavioural diagnostics & predictive analytics tools to help organisations drive culture change.

iPsychTec IS A WORLD LEADING PEOPLE ANALYTICS & BEHAVIOURAL SCIENCE COMPANY

OUR MISSION
At iPsychTec, our mission is simple: combine the best elements of scientific and applied research to develop and deploy behavioural diagnostics and predictive analytics tools to help our clients drive desired organisational culture and achieve sustainable competitive advantage.

OUR PURPOSE
We are driven by the belief that culture should be the hero and not the villain and that every organisation has the responsibility of developing its culture for the sustainable benefit of all its stakeholders, including, shareholders, customers, employees, suppliers and communities.

OUR PRODUCTS

CULTURESCOPE is an award winning, ground breaking behavioural diagnostic tool which is connected to your business outcomes to make it predictive. It provides actionable insights to drive business forward, reduce risk and generate sustainable value.

TALENTSCOPE is a unique online tool which brings together assessment of “fit for job”, “fit for culture” and situationally relevant leadership for recruitment, succession planning and talent development.

TEAMSCOPE provides you with the ability to understand how event driven behaviours manifest in teams; to improve situational awareness, managing complexity, resolving conflict and thereby enhancing teamwork for minimising risks and driving performance. This is achieved by using airline simulators for practical flying tasks and challenges instead of theoretical, class room based case studies or training.

Review

iPsychTec designs SaaS software that helps modernize HR workflows. For more information about iPsychTec see the about page. iPsychTec regulary publishes articles about good HR practices and new releases of its software. Rana Nejem writes all of the articles. The articles treat subjects like Webinar. The company has 3 employees. iPsychTec was founded in 2012.

Software features

Culture and Engagement

The employee engagement software from iPsychTec can help organizations conduct surveys, derive actionable insights, and reduce employee turnover. It's an excellent supplement tool for HR tools such as recruitment software and can help managers monitor how engaged employees are towards achieving organizational goals.

iPsychTec offers an intuitive user interface coupled with impressive data security features. It can seamlessly integrate with your existing HR management systems, and regular updates ensure that the platform will remain future-proof and robust for years to come.

Specialties

The iPsychTec blog specializes in Risk & Compliance, Cultural Diagnostics, Senior Team Diagnostics, Talent Diagnostics, Behavioural Analytics, Team Dynamics, People Analytics, Employee Recognition, Employee Intelligence, Company Culture, Employee Engagement and Webinar.

Pricing

Pricing for iPsychTec 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 data to be in good hands. iPsychTec is very aware that security is a key aspect of HR sofware. They also have a page about their cookies policy.

Interested?

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

Location

FAQ

How many people work at iPsychTec?

3 employees.

Where can I follow iPsychTec on social media?

How do you track employee engagement?

How employee engagement is tracked varies among organizations. That’s because the KPIs used to measure employee engagement and the motives behind doing so differs. Here are some things to consider when tracking employee engagement:

  • Determine the outcomes of engagement
  • Understand what’s important to employees
  • Make it a continuous process of listening to employees
  • Find the drivers that have the most significant impact on employee engagement and the organization
  • Don’t stick to just quantitative results

What are employee engagement strategies?

Employee engagement strategies can increase the chances that employees will establish a healthy and positive emotional connection with an organization. As emotional connections can rarely be forced to form, employee engagement strategies will involve setting the workplace environment to foster such relationships.

What companies have great employee engagement?

Here are some of the companies that are successful with employee engagement:

  • Southwest Airlines
  • Full Contact
  • Screwfix
  • Dreamworks
  • Legal Monkeys

What are the key drivers of employee engagement?

Some of the critical drivers of employee engagement are:

  • Co-worker relationships
  • Continuous feedback
  • Leader integrity
  • Professional development
  • Goal support
  • Job role clarification
  • Sense of belonging
  • Relationship with manager
  • Workplace safety
  • Job satisfaction

What are the types of employee engagement?

The most vital types of employee engagement are:

  1. Cognitive engagement: It refers to the need for employees to be profoundly aligned with and aware of the organizational strategies and know what they need to deliver at work.
  2. Physical engagement: It refers to employees fully utilizing their physical and mental strengths to perform their job better.
  3. Emotional engagement: It refers to the level of trust, confidence, and connection employees have with the organization and co-workers.

Why do we measure employee engagement?

Measuring employee engagement enables organizations to understand how an optimally engaged employee will perform like. This information can be used to frame strategies to enhance levels of engagement and elevate employee engagement throughout the organization. This will ultimately result in better service to customers, higher profits, and happier shareholders.

How is employee satisfaction KPI measured?

The employee satisfaction KPI is measured using employee surveys, informal conversations, and net promoter scores.

What are the benefits of employee engagement?

Here are some of the top benefits of employee engagement:

  • Happier employees
  • Better employee health and wellness
  • Higher employee satisfaction
  • Lower absenteeism
  • Lower employee turnover
  • Higher productivity
  • Higher profitability
  • Better employee satisfaction and safety

What are good employee engagement questions?

Here are some employee engagement survey questions worth including:

  • I would recommend [Company] as an excellent place to work.
  • My manager is a great person to work with.
  • I receive the needed recognition when I perform well at work.
  • I’m proud to work for [Company]
  • What are the things [Company] do rightly?

Is there free employee engagement software to try out?

The majority of employee engagement applications offer a free trial. This will empower you to try out the tool before making a serious investment in it.

Articles

PUTTING THE BEEF INTO RESILIENCE AT WORK: EVIDENCE BASED PRACTICIES TO BUILD STAFF AND TEAM RESILIENCE AND PERFORMANCE
The post PUTTING THE BEEF INTO RESILIENCE AT WORK: EVIDENCE BASED PRACTICIES TO BUILD STAFF AND TEAM RESILIENCE AND PERFORMANCE appeared first on iPsychTec. Resilience at work is a black hole in research terms. That is starting to change. For the first time, we are seeing really interesting work emerge which measures and analyses... The post PUTTING THE BEEF INTO RESILIENCE AT WORK: EVIDENCE BASED PRACTICIES TO BUILD STAFF AND TEAM RESILIENCE AND PERFORMANCE appeared first on iPsychTec.

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