Zoios

Performances, in large part, are explained by an employee’s cognitive well-being. Feeling good about the work, being motivated, and having a feeling of being heard can lead to better performance. Therefore, it becomes imperative to understand employees and their needs and make sure that they thrive. Organizations have relied on employee engagement surveys for decades to understand employees’ satisfaction with the work, team, and organization itself. However, there is a huge issue with this approach as these surveys only tell a small part of a much bigger and more complex employee story. Without accounting for factors such as personality traits of employees’ organizations are not able to paint a clear picture of employee engagement. By integrating multiple data sources with different touchpoints like employee master data, engagement data, psychometric data, and performance KPIs, organizations will better understand how to develop teams that thrive and perform. That’s what Zoios enables.

Based in Copenhagen, Zoios is building the next level of employee engagement analytics to help medium and large enterprises understand their employees better. “We combine personality, or psychometric data with engagement data to become more accurate,” says Mikkel Agesen, Co-Founder, Zoios. “Inaccuracy in data is not acceptable because in the end, we are dealing with people, and the decisions made on the back of it will have consequences.” The company is empowering CHROs and managers by providing predictions about the employee base to increase retention and helping them foster a culture where an employee feels valued and heard.

The predictions are based on a monthly engagement survey that comprises 11 questions only. “We’ve fine tuned the 11 questions so that it’s incredibly good at predicting the outcomes we want to look at,” says Christian Møller, Co-Founder, Zoios.

“And it’s non-negotiable that we ask these questions because our framework is proven to explain what drives employee engagement, enabling companies to actually achieve their people goals.” Through the insights, organizations can hire better people that fit within the culture, with the manager and position both in terms of engagement, well-being and performance. The platform uses a large chunk of data and gives accurate predictions like whether the employee is considering to leave, enabling HR to act in time. The platform’s efficacy is such that they have been able to get a 93 percent response rate on their engagement surveys.

It’s non-negotiable that we ask these questions because our framework is proven to explain what drives employee engagement, which enables companies to achieve their people goals

Agesen further elaborates that like the financial crisis of 2007 shed light on the CFO’s role, the ongoing pandemic has shown the world the prominence of the HR department in terms of their role in organizational development and employee retention. During the pandemic, the company was able to help the HR department of a Denmark-based marketing agency that were experiencing high churn rates among their remote employees. The agency had an existing employee engagement solution but was unable to understand the employees’ problems and set and track concrete initiatives. They invited Zoios to solve their problem. Based on the evaluation of the eight core essential needs, the company statistically identified that the remote employees’ core issue was the lack of recognition. Zoios helped the coach work with the Agency’s managers and set a goal to increase recognition by 15 percent in three months. The Result?

Recognition increased by 18 percent, and the attrition dropped from 12 percent to 9 percent within two months only.

Having a team of experts from HR and psychometry has enabled Zoios to come up with such accurate predictions. The company is aiming to employ machine learning to enhance the accuracy of predictions. Zoios currently offers predictive analytics to its clients and hopes that soon, they will be able to deliver prescriptive analytics. The team is building more attribution models to understand how different initiatives impact the workplace to help pick the right initiative from the shelf and implement it.