Resources

Charter researchers Emily Goligoski and Melissa Zwolinski examine dozens of industry and academic studies about how we work now and synthesize what is most actionable for your workforce.

Charter’s Research Briefing “How to Get Learning and Development Right” offers practical insights and strategies to help HR professionals optimize their organization’s learning and development efforts and includes insights from FOUNT’s benchmark representing more than 5M work friction data points. Learning and development play a crucial role in driving organizational success and empowering employees. However, ensuring the effectiveness of these initiatives while aligning them with organizational goals can be a challenge.

The Briefing highlights three key areas for HR professionals to focus on when it comes to learning and development:

1. Aligning Learning and Development with Organizational Goals: To make learning initiatives impactful, it’s essential to align them with your organization’s goals. Start by identifying the skills and competencies needed to achieve strategic objectives. By filling skill gaps through targeted development programs, HR teams can enhance employee capabilities while contributing directly to the organization’s overall success.
2. Creating a Culture of Continuous Learning: Fostering a culture of continuous learning is vital for employee growth and engagement. Encourage individuals to take ownership of their development by promoting a growth mindset. This means embracing challenges, seeking feedback, and actively pursuing learning opportunities. Offering flexible learning options, such as online platforms and short modules, enables employees to learn at their own pace, boosting engagement and knowledge retention.
3. Leveraging Technology and Data: Technology can greatly enhance learning and development efforts. Use learning management systems (LMS) to streamline training administration, track progress, and deliver personalized learning experiences. Additionally, harness the power of data analytics to gain insights into the effectiveness of your programs. By leveraging data, HR professionals can make informed decisions and continuously improve their learning initiatives.

Data that technology provider FOUNT Global shared with Charter shows that companies that overly rely on digital tools like learning portals for teaching new information may be missing the mark. According to FOUNT’s employee experience benchmark data, workers at enterprises with 10,000+ global employees said human touchpoints–including interactions with colleagues, coaches, and managers–were much more likely to positively influence employee learning, either through formal training or on-the-job learning.

By aligning learning with organizational goals, fostering a culture of continuous learning, and leveraging technology and data, HR teams can create an environment that empowers employees, improves performance, and drives overall success. By implementing these strategies, HR professionals can unlock the full potential of their workforce and ensure that learning and development initiatives hit the mark.

Citybiz highlighted FOUNT’s recent $8M funding round, underscoring its impact on reducing work friction and boosting enterprise productivity.

‍citybiz is a publisher of news and information about business, power, money, and people in 20 major U.S. city markets, including Atlanta, Baltimore, Boston, Charlotte Raleigh, Chicago, Dallas, Denver, Detroit, Houston, Indianapolis, Los Angeles, New York, Philadelphia, Phoenix, Pittsburgh, Portland, San Diego, San Francisco, Seattle, South Florida, Washington DC.

‍

FOUNT’s U.S. headquarters are located in Washington DC. Our recent funding news caught the attention of citybiz editors. They summarized our press release in the following article.

The SaaS provider more than doubled ARR and added 10 new enterprise customers in 2022. The additional funding will be used to launch new features targeting key talent segments and further advance the product and technology infrastructure.

WASHINGTON D.C. (PRNewswire) – March 8, 2023 – FOUNT Global, Inc. (https://fount-ex.com) announced it has secured $8M in funding to help organizations identify what’s at the root of employee dissatisfaction and productivity, and prioritize what to fix in their work environment. The Series A round was led by Lavrock Ventures with participation from existing investors Osage Venture Partners and Grotech Ventures. FOUNT has raised $10.75M in total funding since it spun out of the employee experience (EX) consultancy, TI People, in January 2022.

“Post-pandemic shifts in employee expectations and CEOs prioritizing efficiency across their global organizations have put pressure on HR leaders looking for smarter ways to hang on to the people most important to their business and remove friction from their daily work. FOUNT has made significant traction in large enterprises by seizing on these trends and addressing a business issue that is both timely and timeless. We are thrilled to be partnered for the ride.”

Daniel Hanks, General Partner at Lavrock Ventures and member of the FOUNT Board of Directors

Unmanaged friction costs $764M per annum per Fortune 500 company, through attrition, burnout, and wasted productivity*. FOUNT’s origins in the EX space give the company a unique perspective into the complexity of measuring countless and cumulative points of friction that cause employees to disengage and leave. The company’s customer base represents some of the world’s leading organizations at the forefront of friction management including adidas, Siemens, Baloise, Northwell Health and TEKsystems.

“As one of the nation’s Best Places to Work, Northwell Health is committed to fostering a healthy workplace and improving individuals’ well-being. With FOUNT’s solution, we see an opportunity to dig deeper and expand our current listening methodology to build a consistent and sustainable experience for our team members. We’ve been very impressed with FOUNT’s capable and engaging Customer Success team and their commitment to further our goals.”

David Gill, VP, Team Member Culture and Experience at Northwell Health

FOUNT’s customers say the SaaS solution complements their employee survey tools such as Glint, Qualtrics and Medallia by identifying solvable points of friction that are most important to employees. The additional funding will be used to launch new features targeting key talent segments and further advance the product and technology infrastructure.

FOUNT CEO Christophe Martel commented, “Our solution addresses a challenge shared by both HR and Business leaders – to reduce the headwinds people encounter at work. FOUNT data provides a level of insight that empowers our customers to know where to take specific action and realize a quantifiable ROI. We are fortunate to have such a supportive group of investors who share our vision to make work less of a drag.”

To request a demo, fill out the form at the bottom of this page.

*F500 companies employ 29M people with an average salary of $57k; Cost of disengagement is 18% of salary (Gallup). Cost of turnover is 50% of annual salary (SHRM). Average voluntary attrition rate of F500 companies is 10.2% (LinkedIn).

About FOUNT Global, Inc.

FOUNT helps companies identify what’s at the root of employee dissatisfaction and prioritize what to fix in their work environment. The company offers software-as-a-software (SaaS) solutions that remove friction from work and help increase productivity. Founded in 2022 as a spinout of the employee experience consultancy, TI People, FOUNT has headquarters in Washington D.C., London and Hamburg.

About Lavrock Ventures Founded in 2016, Lavrock Ventures is a venture capital firm that seeks to invest in early-stage companies operating in the software, big data, deep tech, and national security sectors. Based in the greater Washington DC area, Lavrock partners with passionate entrepreneurs across North America and Europe who are working to solve some of the most critical problems facing major institutions in the private and public sectors.

About Osage Venture Partners

Osage Venture Partners (OVP) is a venture capital firm located just outside of Philadelphia, PA. It partners with exceptional entrepreneurs, building the next generation of leading B2B software and tech-enabled services companies. OVP has consistently focused on this strategy since its inception in 2005, making over sixty investments in early-stage B2B companies over that time.

About Grotech Ventures

Founded in 1984, Grotech is a leading venture capital firm focused on early-stage, high potential technology companies based outside of Silicon Valley. With more than $1.0 billion in committed capital, Grotech seeks innovative, early-stage investments across the software landscape and continues to invest and add value throughout the life cycle of each portfolio company.

The 2022 State of EX survey was fielded by TI People and FOUNT Global, Inc., from August 16 to September 19, 2022. It is the only longitudinal and enterprise-wide global research on Employee Experience. Participants included EX leaders, EX team members, corporate HR leaders, HR business partners, and non-HR business leaders.

The report is rich with charts and data covering a range of topics from the long-term outlook for EX work to top challenges organizations face in achieving their EX goals. Among the key findings include:

• 85% of respondents report their top challenge is measuring the business and financial impact of EX improvements.
• Although over 90% of respondents run employee surveys at least once a year, 70% say the employee data they collect is inadequate for their needs.
• The current business environment is disproportionately favorable for EX investment, with 94% reporting that EX improvement is more than just a short-term project at their organizations. For 51%, EX work is a permanent change in how their organizations operate.
• 81% report that intense competition for talent is motivating their colleagues to invest more in EX
• 63% report that post-pandemic return-to-office/hybrid work issues are also motivating more EX investment

Please fill out the form and receive a complimentary copy of the full report (PDF format).

Despite measurement challenges, EX practitioners remain optimistic about future investment to tackle competition for talent, return to office and hybrid work issues

WASHINGTON D.C. (PRWEB) – November 29, 2022 – FOUNT Global, Inc. (https://fount-ex.com) and TI People (https://www.ti-people.com/) today announced the release of the 2022 State of EX report, the only longitudinal study tracking organizations’ efforts to improve employee experience. For the majority of respondents (85%), their top challenge is measuring the business and financial impact of EX improvements.

Findings suggest that employee data is at the root of this challenge. Although over 90% of respondents run employee surveys at least once a year, 70% say the employee data they collect is inadequate for their needs. This inadequacy seems to stem from the fact that most organizations’ data does not capture the depth and context of employees’ experience thoroughly enough to guide decision-making and action.

“The upheaval of post-pandemic work life has driven many organizations to reevaluate their employee listening strategies to be more responsive to their workers’ expectations,” said Christophe Martel, Cofounder and CEO of FOUNT. “Given our experience working with early adopters of advanced EX practices, we expect to see more global brands extend their existing survey capabilities to dig deeper into what causes friction for their employees and focus their data collection activities on things they can actually fix.”

Overall, survey respondents felt that the current business environment is disproportionately favorable for EX investment, with 94% reporting that EX improvement is more than just a short-term project at their organizations. For 51%, EX work is a permanent change in how their organizations operate.

Employers are reaping the benefits of an improved EX, such as FOUNT customer TEKsystems. “Whether you are surveying to get a baseline on the entire experience or diving into a specific moment of work, if your data doesn’t get to the root cause of why employees are struggling to be productive or why they feel disengaged, the EX effort will fall short,” said Michelle Webb, Executive Director- Employee Experience, TEKsystems.

Other important findings from the 2022 State of EX survey:

• 81% report that intense competition for talent is motivating their colleagues to invest more in EX
• 63% report that post-pandemic return-to-office/hybrid work issues are also motivating more EX investment
• EX professionals ranked business leaders and managers as having the most impact on EX and as their most important partner, yet also ranked them less helpful than HR colleagues
• 79% of respondents struggle to coordinate EX work across their organizations
• 70% of EX teams report into HR, 50% have budgets of less than $100k/year, and 75% have fewer than 7 members

To receive a copy of the full report, visit https://fount-ex.com/EX22, where you can also take a short quiz to find out how your organization’s EX efforts stack up against the 2022 survey benchmarks.

FOUNT media contact: press@fount-ex.com

Not to toot our own horns or anything, but some very well-connected people have told us in the past, “Your survey is the best EX survey out there.”

‍

Well, it’s even better this year, because this year, it’s going enterprise-wide and longitudinal. From 2022 on, the State of EX survey will collect the experiences of three different practitioner groups to provide a 360-degree, long-term view of EX improvement work at organizations worldwide, enabling you to:

• Benchmark your organization’s progress, challenges, and priorities against others—every year, forevah…
• Compare your organization’s EX-improvement practices to best practices
• Find out how other organizations are adapting their EX work to current events (which, this year, means the economic downturn, tight labor market, return-to-office/hybrid work stuff—you know, the post-pandemic hellscape of our times)

Who Should Take It

We’re seeking input from:

• EX function leaders and their teams
• HR leadership teams and HRBPs
• Non-HR C-level executives, board members, region heads, BU leaders, and P&L owners

Basically, if you’re involved in improving EX from any position in the organization, we want to hear from you.

What It Covers

Lots of stuff, but don’t worry: It takes most people under 15 minutes to complete. Depending on your position in the organization, we might ask you about:

• How important your colleagues feel EX improvement work is
• Your progress improving EX over the past year
• Your current challenges + future priorities in EX work
• What’s helping and hurting EX most at your organization
• Your organization’s EX improvement style
• Your EX team’s reporting line, size, budget, and partnerships
• All kinds of stuff about your EX measurement efforts (including whether anyone is afraid of it—yeah, that happens)

When It’s Available

Right now. We’ll close it when we’ve hit the number of respondents we need to run our analyses, so don’t delay.

Where You Can Take It

The survey is now closed.

FAQs

When will you publish the results?

Mid-November.

Where can I get the results?

Watch this blog, our social, or join our mailing list so we can send you the report directly.

How can I get all of your research and thought leadership?

Sign up to receive our email updates, where we announce all of our new publications.

What will you do with my data if I take the survey?

Store it in compliance with GDPR regulations, keep your responses strictly confidential, and never sell it or use it to sell stuff to you.

I have more questions. Whom can I contact?

Email Jennifer Sigler, FOUNT Head of Research, at jennifer.sigler@fount-ex.com.

By Matt LeVeque

Matt LeVeque is a customer and product success executive with 30 years in Employee and Customer Experience, Team Development, and Organizational Change. As founder of Mind the Canary, he applies expertise in Motivational Work Design, Lean Six Sigma, and Organizational Change Management to drive employee engagement and customer satisfaction. Previously, as Director of Product Management for Employee Experience at Comcast, he introduced motivational work design and behavioral product management, pioneering an AI-backed eNPS analysis tool.

Introduction

Workplace friction occurs when inefficiencies, miscommunication, or conflict disrupts the flow of work and has become a substantial challenge for knowledge workers. This article explores how such friction contributes to occupational burnout, assessing its quantitative toll on productivity and qualitative impact on employee well-being and job satisfaction. It also examines how friction and burnout affect customer experience, proposing strategies grounded in Greg R. Oldham and J. Richard Hackman’s Job Characteristics Model (JCM) and Dr Christina Maslach’s Areas of Work-Life Assessment Survey (AWS) to cultivate a healthier, more effective work environment.

To truly grasp the significance of workplace friction, we must examine its connection to burnout and explore the far-reaching consequences it holds for both individuals and organizations. Beyond the immediate frustration and productivity loss, workplace friction sets the stage for a cascade of negative effects that ultimately impact employee well-being, job satisfaction, and even customer experience. Let’s examine this intricate relationship more closely, drawing upon established models like the Job Characteristics Model and the Areas of Work-Life Assessment Survey to understand the dynamics at play and identify potential solutions.

Understanding Workplace Friction & Burnout in Knowledge Work

The pathway from friction to burnout is well-documented, particularly through conditions outlined in Maslach’s Areas of Work-Life model. When knowledge workers face high demands, low control, and limited support, they experience “micro-stresses” that gradually erode enthusiasm and foster disengagement. The cumulative effects include cognitive overload, as non-value-added tasks create stress and strain. Reduced autonomy and engagement follow, with friction impeding autonomy and intrinsic motivation. Lastly, friction-induced delays and slow progress erode a sense of purpose, fostering feelings of cynicism and detachment. Addressing these friction points is crucial to preserving the motivation and well-being of knowledge workers.

The Cost of Workplace Friction

Lost Productivity: According to the American Psychological Association, workplace stress, often aggravated by friction, costs U.S. employers up to $300 billion annually in lost productivity. Gallup’s research further shows that disengaged employees, frequently the result of workplace friction, cost U.S. companies between $450 billion and $550 billion annually.

Occupational Burnout: The World Health Organization (WHO) defines burnout as an ‘occupational phenomenon’ emerging from chronic, unmanaged workplace stress. Studies by Maslach and Leiter highlight a strong link between friction and burnout, noting that individuals experiencing high friction levels are more prone to burnout symptoms such as exhaustion, cynicism, and reduced efficacy.

The Ripple Effect from Employee to Customer: Workplace friction and burnout have a direct, measurable impact on both employee experience and customer experience. Poor EX, characterized by low engagement, high stress, and high burnout, often leads to diminished job performance and productivity. When employees are disengaged or stressed, they are more likely to make errors, have negative interactions with customers, and struggle with responsiveness.

A study by Qualtrics found that companies with highly engaged employees had a 10% increase in customer ratings and a 20% boost in sales compared to organizations with low employee engagement. Consequently, improving EX by reducing friction and burnout is essential for maintaining a positive CX.

Charting a Path for Utility Digital Transformation Breaking silos between employee experience and customer experience can lead to a massive opportunity for revenue growth of up to 50% or more.

Strategies for Mitigating Workplace Friction and Burnout

Navigating the complexities of workplace friction and burnout requires a strategic and data-driven approach.

Before implementing any interventions, it’s crucial to gain a clear understanding of where friction points exist, and which areas offer the greatest potential for improvement. This targeted approach ensures that resources are allocated effectively and that solutions are tailored to address the specific needs of knowledge workers.

Fortunately, insights from Greg R. Oldham and J. Richard Hackman’s Job Characteristics Model (JCM) and Dr. Christina Maslach’s Areas of Work-Life Assessment (AWS) provide a strong foundation for identifying specific areas that impact motivation, satisfaction, and well-being.

Job Characteristics Model (JCM): The JCM suggests that job design can strongly influence motivation and satisfaction. By focusing on the following aspects, organizations can make work more engaging and fulfilling:

• Skill Variety: Offering diverse tasks and the opportunity to use multiple skills.
• Task Identity: Enabling employees to complete tasks from start to finish, fostering ownership and accomplishment.
• Task Significance: Helping employees see the broader impact and purpose of their work.
• Autonomy: Giving employees control over their work processes and decisions.
• Feedback: Providing constructive feedback to support learning and growth.

Areas of Work-Life Assessment (AWS): AWS provides a framework for evaluating and addressing work-related stress by focusing on six critical areas:

• Workload: Balancing workloads to avoid burnout and underutilization.
• Control: Empowering employees with autonomy in decision-making.
• Reward: Ensuring fair compensation and recognition.
• Community: Building a supportive, connected work environment.
• Fairness: Promoting just treatment and ethical practices.
• Values: Aligning work with employees’ personal values and beliefs.

To effectively implement these frameworks and foster a healthier, more resilient workforce, it’s essential for organizations to adopt a holistic and proactive data-driven mindset. This means continuously monitoring and adapting the work environment to align with employees’ evolving needs and the changing nature of work itself. Regular, scalable feedback loops on daily activities and interactions with tools are crucial for sustaining positive changes over time. That’s where software like FOUNT is uniquely positioned to provide this type of insight.

Let’s take a look!

FOUNT’s Approach: Scalable Software Solution to Identify and Quantify Workplace Friction

As we’ve discussed, the Job Characteristic Model (JCM) and Maslach’s Areas of Work-life Assessment Survey (AWS) are time-tested and proven frameworks to make jobs frictionless and void of occupational burnout. However, both JCM and AWS are manual in nature and, together, only shape part of the story. What is needed in today’s workplace to truly support knowledge workers is near-real time, in the moment feedback on processes. And that is where FOUNT shines. 

FOUNT, a survey-based SaaS platform, specializes in uncovering and quantifying workplace friction, providing leaders with actionable insights to enhance productivity and well-being. Through targeted employee feedback on key daily work activities, FOUNT’s platform identifies critical friction points and translates them into clear, data-driven solutions.

Key features include:

• Friction Diagnostics: FOUNT’s friction audits systematically identify workflow obstacles, mapping out areas with the highest impact on employee productivity across functions.
• Dynamic Analytics: FOUNT’s real-time data and analytics correlate friction patterns with productivity metrics and employee satisfaction, offering a timely understanding of emerging issues.
• Strategic Actionable Recommendations: The platform provides tailored, insight-driven recommendations, enabling leaders to make targeted improvements that align with specific organizational goals and streamline work processes.

FOUNT is more than just a platform; it’s a comprehensive solution for organizations seeking to eliminate workplace friction. By identifying productivity bottlenecks, analyzing their impact on performance and morale, and providing tailored recommendations, FOUNT empowers leaders with the data-driven insights they need to optimize workflows and boost employee satisfaction. Ultimately, FOUNT helps organizations achieve greater success by fostering a smoother, more efficient, and more fulfilling work experience.

Now, with FOUNT, leaders who proactively improve workflows, support autonomy, and strategically invest in efficient tools not only benefit employee well-being but also strengthen the organization’s resilience, innovative capacity, and customer experience.

Reduced Friction + Reduced Burnout → Healthy Employees + Increased Customer Satisfaction

Workplace friction is more than a mere inconvenience; it is a pressing issue that can profoundly affect employee well-being, and customer satisfaction. For knowledge workers, who rely on a collaborative, autonomous, and frictionless environment to innovate and solve complex problems, the impact of friction is particularly severe. By addressing key areas such as job design, workload balance, and organizational support – guided by models like the Job Characteristics Model and Maslach’s Areas of Work-Life Assessment – organizations can mitigate burnout and foster a healthier work environment. FOUNT further enables leaders to proactively identify and alleviate friction, enhancing both employee experience and organizational resilience. 

While understanding the causes and consequences of workplace friction is crucial, it’s equally important to translate that knowledge into action. This is where a proactive, data-driven approach becomes essential. By leveraging FOUNT, organizations can gain a deeper understanding of the specific friction points impacting their workforce and develop targeted strategies to address them. This shift towards proactive intervention not only mitigates burnout but also unlocks a wealth of benefits that extend far beyond individual well-being.

Ultimately, reducing workplace friction is not only essential for preventing burnout but is also a strategic investment in long-term success, benefiting employees, customers, and the organization as a whole.

Subscribe to Matt’s Bi-Weekly Newsletter: Motivation at Work

You recognize the impact that identifying and eliminating work friction can have on your organization: increasing productivity, reducing wasteful spend, ensuring big investments pay off. But you need to get buy-in from other stakeholders.   

If that’s your situation, this post is for you. In it, we round up the best data on the high cost of work friction and what organizations stand to gain by measuring and eliminating it. All sources are cited so you can build an ironclad case for your cause.

1. 2/3 of Employees Waste 2 Hours Per Day 

Summary: This study is a classic in the world of work friction data. Gartner published research in 2020 showing that employees spend two hours per day trying to “hack” their way around various work obstacles – from communication problems to inefficient processes to misaligned technology.

For a 10,000-person organization, the losses balloon:

• 3.1 million hours of wasted time in a year
• $78.4 million in wasted effort

The Takeaway: Work friction is widespread but it can’t be eliminated with sweeping big-picture changes. To cut waste, you have to scale small waste reductions.

Dig Deeper: Gartner issued new guidelines in 2024 about how organization design can impact work friction. 

2. $228 – $355 Million / Year in Lost Productivity

Summary: When it’s hard to do a job, employees tend to disengage and become less productive. Eventually, they may leave. Unchecked, employee disengagement and attrition could cost a median-size S&P 500 company from $228 to $355 million in lost productivity, according to McKinsey. 

The Takeaway: Less work friction = higher engagement. By identifying and understanding where your employees are having issues – and which issues are costing you the most – you’ll have a roadmap for how to address them. 

Dig Deeper: What does that kind of lost productivity look like in the context of your day-to-day business? Just for instance, that $228 million (as a reminder, the low end) could pay the salaries of more than 1,700 new software developers – imagine how that would impact productivity. 

3. 70% of Digital Transformation Projects Fail

Summary: McKinsey again, with the oft-quoted finding that some 70 percent of digital transformations fail. Among the most common reasons for such an abysmal success rate:

• Lack of employee buy-in
• Low adoption rates
• Lack of engagement

The Takeaway: Want to make your current effort one of the 30 percent that succeed? Work friction data helps uncover the obstacles and pain points that may be causing employees to resist a digital transformation project.

Dig Deeper: The key is to not wait around until your digital transformation project is already off the rails. Focus instead on early assessment to find things that can be adjusted or realigned – a cheaper and far less disruptive alternative to scrapping a project entirely.   

4.  60% of Leaders Worry Their Organization Lacks a Plan and Vision to Implement AI

Summary: AI progress is stalling in many companies, according to Microsoft. While almost 80 percent of leaders agree their company needs to adopt AI to stay competitive, 59 percent don’t think they’ll be able to quantify the technology’s productivity gains. The result? Paralysis.

The Takeaway: Determining where (and where not) to deploy AI to its greatest possible effect requires actionable data. Who is going to use these tools? What problems will AI solve for them? Get to the root of work friction to help answer these questions and ensure you’re setting your organization up for AI success.

Dig Deeper: Your employees could probably benefit from AI. Microsoft’s research also shows that workers are struggling with the pace and volume of their work, and are getting bogged down with mundane tasks (like email). And many are taking matters into their own hands, with 78 percent of AI users bringing their own AI tools to work – a data security and privacy nightmare.

5. Gen AI’s Impact on Productivity Is Entirely Situation Dependent

Summary: Gen AI projects are notoriously difficult to get right, and prevailing research sometimes just muddles things further, to wit:

• Productivity gains ranging from 13.8 percent to 126 percent have been found from Gen AI projects. In general, less experienced workers tend to benefit most.
• Less-experienced call center employees increased productivity by 35 percent with the help of Gen AI tools in one MIT Sloan study.
• On the other hand, junior software developers at a client we worked with were the ones who saw the smallest productivity gains from Gen AI tools.

The Takeaway: The effectiveness of any Gen AI solution is extremely situation-dependent – the key is to really understand your employees’ work and then determine how a new tool might help (or not). Work friction data can help match employee needs with your AI rollout for a greater chance of success.

Dig Deeper: Because it’s still a relatively new area, generative AI implementations require a custom approach. If you’re testing Gen AI tools, assess performance early and often so you can adjust as needed.

Put Work Friction Data to Work for Your Organization 

While this research is great for spotlighting the problems associated with work friction – and for giving your key decision-makers some meaningful numbers to consider – it doesn’t provide any actual prescriptive steps to take. To go from best practices to solutions that address the specific problems happening in your organization, you have to actually measure work friction.

With the insights that work friction data provides; you’ll be able to develop the kinds of fixes that can result in the productivity increases and cost savings that your organization craves. Start by digging deeper into some of these numbers, and when you’re ready to make a move, get in touch or book a demo.